2014 Pinnacle Winners
State Councils
Advancing the Profession (ATP)
NC SHRM State Council
NC SHRM State Food Drive
Each June, the food banks in North Carolina feel the pressure of the release of children from school.
Children who usually eat breakfast and lunch at school are home for all meals adding stress to already
food insecure families. The NC State Council Community Relations promoted an all-state food drive by
allocating council monetary incentives to chapters in the state who hosted a food drive in the month of
June. This fun competition promoted interaction between chapters as they vied to be the chapter who
donated the most pounds of food per active chapter member. Chapter members were encouraged to
not only to donate food but also to host food drives at their companies. The results were great as 89%
of the chapters in the state participated in the event collecting 14,900 pounds of food and nearly $5000
in cash donations. Simple in its construct and implementation, this statewide food drive created unity
and fun between chapters in the state, promoted visibility of the SHRM chapters in their community,
offered the participating chapters a community outreach opportunity and most importantly provided
our NC communities with needed support at a time our food insecure families needed us.
Serving the Professional (STP)
ARSHRM State Council
“ARSHRM Collaborates with DHS Superstar Dave Basham to present 3 wildly successful Form I-9/EVerify Webinars”
In 2013 the program “ARSHRM Collaborates with DHS Superstar Dave Basham to present 3 wildly
successful Form I-9/E-Verify Webinars” was created because ARSHRM saw a need for Form I-9/E-Verify
training in Arkansas. This need was due to the recent revisions of the Form I-9 and the changes to the EVerify system. The program was implemented using a collaborative relationship between Cathleen
Hoffman, ARSHRM Chapter Advocate Director and Mr. Dave Basham, Management & Program Analyst,
U.S. citizenship & Immigration Services, Department of Homeland Security. DHS provided the training
materials and ARSHRM submitted webinars for certification and also provided the marketing of the
webinars. The first series of webinars was provided in March 2013 with over 200+ Human Resources
Professionals in attendance. The second series of webinars was provided in June 2014 with over 200+
Human Resources Professionals in attendance. 62% of the attendees responded to the webinar
evaluations. Feedback regarding the webinars was positive. The program “ARSHRM Collaborates with
DHS Superstar Dave Basham to present 3 wildly successful Form I-9/E-Verify Webinars” deserves a
Pinnacle Award due to the outcomes of the program. This collaboration resulted in 400+ Human
Resource Professionals learning about all of the changes in the Form I-9 and all of the changes to the EVerify system. This training provided the knowledge that the attendees needed to continue to stay in
compliance and protect their companies/organizations from fines/penalties.
Enhancing the SHRM Community (SHRM)
Nevada State SHRM Council
Nevada SHRM Young Professionals
The Nevada SHRM Young Professionals program was created in 2013 in response to SHRM National
identifying the Young Professional demographic as a target area to increase student conversion and
increase membership. Overall, the program was focused on providing networking, social and
educational opportunities to build, support, and better enable Young Professionals in their development
and attainment of career goals.
Small Chapter
ATP
Northern Utah Human Resource Association (NUHRA)
Investing in Our Future: Committed to the Next Generation
The Northern Utah Human Resource Association (NUHRA) prides itself in its membership. Our
geographical boundaries limit our numbers, but we believe we have some of the best. As a 100%
chapter in a very educated state, we have the unique advantage to have exceptional members. Each of
our members is gifted and we are always seeking to advance the HR profession by helping our members
to grow and develop themselves even more. We all take pride in the strategic partnership we’ve each
been able to foster with our employers and the synergies we’ve seen result. Even with all we’ve done, it
is clear that when the baton passes, we could see all of the good we have done unraveled if the future
HR professionals in our area are not prepared. The legacy we leave behind as HR professionals will fall
to the next generation, the students we’ve chosen to nurture and guide into becoming our successors.
With our help, the business results we’ve seen by partnering with management will not only continue,
but increase. We believe that with their unique skills and experiences, along with our help, this next
generation will not be our equals, but our betters. It is our responsibility to see that happen.
STP
SHRM Western Connecticut
Local HR Resource Directory
The HR Resource Directory was created in 2011 to provide not only a list of vendors, but also a go-to
booklet that every member can use right at their desk to learn about our SHRM Western CT chapter,
board members, employment laws, and the different types of HR programs available. Involvement at
the board level was an essential part of this project to produce and deliver a new product.The primary
goal of our endeavor was to provide a useful guide of HR vendors to our members, and that mission was
accomplished. Our vision was a printed booklet, distributed free of charge, to anyone attending our
events including non-members. Three separate groups have benefited from our program.First and
foremost, our members benefit by having locally-endorsed HR vendors, should they be seeking new or
additional products and services. Our members also have a comprehensive list of employment laws for
easy reference, enhancing their value to their employer. Secondly, our chapter benefits due to the
additional visibility and exposure in our local HR community which helps to increase member retention
and engagement. As a result, both members and non-members are seeing the enhancements made
available by their local SHRM chapter. Lastly, local vendors of HR products and services, whether or not
they are members of our chapter, are benefiting from additional exposure to new business prospects.
Response to the widely distributed HR Resource Directory has been overwhelmingly. We believe our
product exhibits high level of originality and inventiveness. In addition, our Directory has also
significantly increased non-dues revenue.
SHRM
Apple Valley HR Association (AVHRA)
AVHRA Board / Chapter Reengagement – Look at Us Now!
Formed in 1997, the AVHRA Chapter has had its ups and downs. In 2006, we almost lost our Chapter to
Board disengagement. We needed to rejuvenate the Board members, get their commitment to support
our Chapter now and for years to come. We met for a Retreat – planned and committed to support one
another as leaders. We have committed Board members, a Board waiting list, established a Members
Service Area, are planning college/community support to a town sixty miles away, a 100% passing rate
study group, planning another study group, quality programs driven by members w/pre-approved
credits, exceeding program capacity, excellent community involvement, a successful Member
Appreciation Event, provide free programs to Board members, shortened/timely Board meetings,
consistent and constant Board planning and communication, a $10,000 scholarship fund with a $1,000
annual scholarship, AVHRA logo’d member appreciation gifts, the SHRM Foundation silent auction that
all Board members touch the community for donations increasing AVHRA Chapter awareness, and
monthly e-newsletter are just a few. That Planning Retreat provided the opportunities for us to
revitalize our Board and members and spotlight our Chapter in the community. By becoming a team of
leaders at that Retreat we began to plan for the future leaders in our communities, the HR profession,
SHRM and the AVHRA Chapter. We are now a very committed Board, have a strong growing
membership and an outstanding reputation within the business community. It’s good to be back! Just
look at us now!
Medium/Large Chapter
ATP
NASHRM
Empowerment Through Employment Job Fair and Training
NASHRM’s intent is to be the go-to HR solutions resource for our members and surrounding community,
the Huntsville Metro Area. Therefore, in 2014 NASHRM chose “We Are HR” as our theme and rallying
cry! Huntsville is known as the Rocket City, and as such, our main industry is government contracting.
When a new regulation, such as the 7% utilization goal for individuals with disabilities, is enacted there
is a ripple effect of “what-do-we-do-now” throughout our NASHRM members. Therefore, NASHRM
through collaboration with ADRS, OFCCP and Wage& Hour, created the “Empowerment Through
Employment Job Fair and Training” to provide a solution to our members regarding the 7% utilization
goal, as well as serving the IWDs community. This program provided for a two-fold experience, one for
the job seeker and one for the HR representative. This one day event comprised of a half day job fair for
job seekers with disabilities followed by a half day training program for the HR representatives to learn
the ins and outs of this new regulation. The job seekers were given an opportunity to find meaningful
employment as well as resume critiquing and printing, while the HR representatives were able to recruit
and hire IWDs on the spot as well as receive training from the government agencies auditing our
companies on the 7% utilization goal. In summary, NASHRM provided a solution to our members,
provided outreach to an under served community and solidified our relationship with local and state
agencies.
STP
Sarasota-Manatee HR Association (SHRA)
Taking Certification to another Level
Our Mission is to provide a forum for professional development opportunities to support the values of
SHRM at the local level. We had 2 universities in our area discontinue offering certifications classes at
the end of 2010. The reason was due to low attendance. We decided we wanted to be the organization
to offer the best certification classes within our community and so our certification initiative began.
We rolled up our sleeves and put together a certification chair and committee, all worked with the
board members to make sure we set realistic goals and communicated effectively to let our community
know they have a place to send their HR professional where they can attend a high quality class to earn
their certification. By beginning with communication within the membership, we began with our first
class size of 5 attendees. The results for our first class were 4/5 passing the exam and earning their
certification. We honored our newly certified professionals at our member meeting and we began
hearing from our members that they "wanted to be part of the next class for recognition". We then
started getting more communication through social media however we saw our best results were from
our members who attended our class and wanted to share why others should attend our chapters
certification classes. We believe strongly that our certification initiative has made a positive impact in
helping HR professionals in our community earn their credentials and network with their peers.
SHRM
Shenandoah Valley SHRM
Virginia Legal Forum
SVSHRM wanted to provide an event for professionals in our area that was lacking and needed. In
addition, Virginia has a very high percentage of at-large members that are not affiliated with a local
chapter. In order for our at-large members to see the value of our local chapter and to fulfill a need that
was lacking in our community, we developed the Virginia Legal Forum. We formed a subcommittee of
chapter members who managed all aspects of the event. We began with a survey of our members to
establish the type of event and had an overwhelming response for a Legal Forum that addressed the
Affordable Care Act and Social Media. We obtained a list of at-large members, designed a letter, flyer,
and speaker bios to send. We secured a facility and lunch for the event, as well as four sponsors. Our
keynote speaker was the new president of James Madison University who is an attorney. The majority of
our speakers were attorneys who, during concurrent sessions, spoke about the previously-mentioned
topics, plus Hot Topics in Employment Law. Our goals were met and exceeded. We offered free
membership through 2014 to the at-large members. Nine became chapter members exceeding our goal
of (4) members. We had 100 attendees for our first event, which demonstrated a need for this service.
We conducted a post-event survey in which approximately 85% of attendees felt the event was helpful,
the speakers were knowledgeable and effective, and would attend again with no changes.
Mega/SuperMega
ATP
SHRM Long Island
SHRM-LI's Virtual Human Resource Assistant Program
Unique! Fun! Educational! Partnerships! are the four words which described the SHRM-LI's Virtual
Human Resource Assistant Program (VHR). In 2012, our Workforce Readiness Committee set out to
create an innovative virtual internship program that would introduce high school students to human
resources careers while building workforce readiness skills for the future. The fictitious company,
TechnoBeats International, became the virtual office for the students, teachers and SHRM-LI member
volunteers to collaborate together in completing ten instructional tasks and a marketing brochure for
Human Resource careers. The Workforce Readiness Committee created a playbook of tasks, a media
PowerPoint for class presentations and a website for 24/7 online access to resources. In the first year of
operation, 180 students in 6 high schools were engaged by 25 human resources professionals in a real
world experience such as (1) developing communications skills, (2) utilizing critical thinking and problem
solving skills, (3) practicing entry level human resources tasks and (4) learning about the wonderful
career path of human resources professionals. Students who successfully completed the training tasks
received the "VHR" credential for their resumes and ePortfolios. The Virtual Human Resource Assistant
program is a "Win-Win" activity for all SHRM Chapters as it brings together the business and educational
world in the development of the future talent for our corporations.
STP
DallasHR
Executive Breakfast Series, EBS
DallasHR leadership created the Executive Breakfast Series, EBS, for the approximately 200 member
executives (defined as Vice President-level up, or the highest ranking HR executive representing an
organization; typically minimum of Sr. Director) to support their need for local strategic education and
networking opportunities amongst their peers in non-competitive /non- threatening, small group
environment. We wanted to support executive members’ need to hear directly from peers about best
practices to do with current critically important topics, to hear how problems were resolved in relevant
situations in critical business activities, where mistakes were made / how addressed, and to have local
connection for support needed at their unique levels. We invite by personal invitation to those who
are within our targeted executive membership of approximately 200 members. We invite and accept
RSVP responses until we reach the maximum 30 participants. Then, we accept participants on standby
basis should anyone need cancel prior to event. We do not commonly have cancellations. Speakers
are executives from multiple industries who present strategic best practices from their workplaces. We
have 3 EBS each year, total now of 7 having begun 6/12/2012. Member executives have benefited
especially from the EBS launched in June 2012. Executive attendees have benefited, but so have their
organizations benefited greatly from the learning gained & implemented in their own respective
workplaces. Participants have learned tools to utilize at their organizations immediately and that can
be shared across the organization. We are affecting organizational performance by the education
provided to their executive(s).
SHRM
Human Resource Association of the Midlands (HRAM)
Excel with a Mentor
The Human Resource Association of the Midlands is pleased to have developed the Excel with a Mentor
Program in conjunction with Offutt Air Force Base, Mutual of Omaha and HR professionals from other
leading corporations including Nebraska Furniture Mart, C&A Industries, and Blue Cross Blue Shield of
Nebraska. The mentoring program provides a civilian work life preview for veterans separating or
retiring from active military duty. The partnership also provides many networking opportunities for
both mentors (HR Professionals) and mentees (military service members). Mentees are given a chance
to practice their networking and interviewing skills before they begin their career search in the civilian
community. Indeed, the Excel program has proven to be so innovative that the Offutt Airmen and
Family Readiness Center has already received the Air Force Best Practice Award for the program, an
award which recognizes a superior method or innovative practice that contributes to the improved
performance or creation of a process. Mentors and mentees in the program are matched for a six
month period. The pairs then meet a minimum of once per month to share ideas, review resumes, set
up meetings with professionals in their career of interest, and practice interviewing. In many cases, the
relationship has been so successful that many of our matches have chosen to remain in contact after
they have completed the six month partnership. Approximately 80% of our mentors choose to mentor
again, and the remaining 20% offered to volunteer again when they do not have a schedule conflict.
Other Applicants
Advancing the Profession (ATP)
State Councils
Alaska SHRM State Council
From Soldier Boots to Dress Shoes: Assisting Our Veterans Transition Back to a Civilian Workforce
Alaska has a strong military presence throughout the state. Nine military bases serve the Air Force,
Army, Coast Guard and National Guard and employ more than 24,000 military personnel. These men
and women and their families have a major impact in our communities and workforce throughout our
state. The Alaska SHRM State Council recognizes a need to assist our veterans transitioning back into the
civilian workforce. As such, our organization created a Workforce Readiness initiative to give back to
those who have sacrificed so much for our country. We have stepped up our existing partnerships with
different organizations throughout the state including the Alaska Department of Labor, the Employer
Support of The Guard and Reserve (ESGR) and Army OneSource to assist veterans and their spouses with
the transition to the civilian workforce. Through these partnerships, we have participated in several
veteran job fairs over the past three years. Our participation included one-on-one career counseling,
resume reviews and mock interviews. In addition, we provided on-site presentations “Getting the Job:
Transitioning to the Civilian Workforce” and interactive employer panels to discuss “What Employers are
Looking For”. Our participation at these events has proven successful. Assisting these individuals who
have already given so much to our state and country is a great honor and is among the top priorities for
our organization.
Chapters
Acadiana Society for Human Resource Management
From traveling light to traveling together: Acadiana Society for Human Resource Management and
Louisiana Workforce Commission, a successful partnership.
The Louisiana Workforce Commission (LWC) goal to make Louisiana the best place in the country to get
a job or grow a business, and that goal is to be the country's best workforce agency. Their mission is to
put people to work, through Open communication, Teamwork, Continuous improvement, and
Adaptability. The Acadiana Society for Human Resource Management (ASHRM), an affiliate of the
national Society for Human Resource Management (SHRM), has a major goal of supporting the
continued business growth in Acadiana by providing educational opportunities, networking events, and
educating the business community on the profession. These two Louisiana groups, having several
goals in common have for a period worked somewhat independently of each other, and many times in
the same community. The purpose of this partnership initiative and main objective is to create a true
synergy where these organizations can partner together to reach and educate business leaders, and job
seekers, provide educational and job resources, along with a harmonization alignment of resources
within their region, Acadiana.
Big Bend SHRM
5 for 5: A Journey to Employment
Big Bend SHRM (BBSHRM) is located in Tallahassee, Florida. Our Chapter has 250 members, led by a
Board of Directors and eight (8) CORE Leadership Committees. During our Strategic Planning session in
January 2014, the Chairpersons of Workforce Readiness and Community Relations joined forces to
design and implement a new program called “5 for 5: A Journey to Employment.” The program rollout
involved the design and delivery of five employment workshops for challenged unemployed or
underemployed women, men and young adults from various organizations in Florida’s Big Bend Region.
The workshops include employment tips and information, followed by one-on-one job coaching, helping
individuals get back to work, or in some cases, engage in work for the first time. For the initial rollout,
we chose non-profit organizations in greater Leon County: (1) Good Samaritan Network which includes
Chelsea House (helping women in crisis); the Westgate house for men; and CARE Tallahassee, prison reentry; (2) Children’s Lighthouse; and (3) Florida Baptist Children’s Home. During the months of
February through October, approximately thirty five (35) BBSHRM member volunteers created and
delivered a series of five workshops that incorporated hands-on demonstrations and discussion of four
key competencies that job seekers need in their journey to employment; from resources on how to find
good jobs to what a high-performing employee must do to keep a good job. Our work will continue longterm, through a partnership with employment professionals at CareerSource Capital Region. The
partnership will continue to guide participants during their journey to successful placement.
Colorado Springs SHRM
CSSHRM Partnership with MVS (Colorado Military/Veterans, and Spouse Employment Coalition
The community of Colorado Springs is comprised by a diverse and growing population of all branches of
the Armed Forces. From the students at the Air Force Academy, the 26,000 Active duty Army members
with 42,000 family members on Ft. Carson, Civilian based Air Command at Schriever AFB and Peterson
AFB, our community is one of distinguished and proud Veterans. This honored group of individuals and
their families know their mission while serving their country; but what happens when they enter the
civilian world? Many Veterans and spouses struggle to find employment after separating from service
due to lack of understanding from the civilian world. The Colorado Springs SHRM (CSSHRM) chapter
decided to make it our mission to bridge this communication gap. We, as a chapter, want to ensure that
our Veterans and their spouses are viewed as not only qualified, but indeed the best hire for civilian
firms in our community. The community of Colorado Springs knows that Veteran service is unparalleled
to the work we do each day. CSSHRM aims to demonstrate that their contribution to the non-military
workforce is just as exceptional. Assisting an individual for a new workforce and new way of life is a
challenge in any industry; assisting our Veterans is an honor.
Columbia Basin Chapter of SHRM-CBSHRM
ACCESS TRI-CITIES: "A Path to Building Bridges and Breaking Down Barriers:"
Where do you find potential employees that are qualified, job ready, flexible, and diverse in their
ethnicity, race, age, education, and social standing? This labor pool isn’t just a dream, it is a reality and
actually exists. In fact, they are easy to find considering that 54 million Americans belong to this group.
They have become the largest minority group in the nation and as the baby boomer population
continues aging, and more veterans return from war, this number will double over the next 20 years.
This elusive group has been commonly referred to as “people with disabilities” and although they are
very capable employees, they are largely unemployed, underemployed and often underestimated.
Statistics continue to show that less than 20 percent of Americans with disabilities are currently
participating in the labor force. In January 2014, the percentage of people with disabilities in the labor
force was 18.2 percent. By comparison, the percentage of persons with no disability in the labor force
was 68.3 percent. In January 2014, the unemployment rate for those with disabilities was 13.3 percent,
compared with 6.8 percent for persons with no disability, not seasonally adjusted. The U.S.
Department of Education noted that individuals with disabilities rated consistently as average or above
average in performance, quality and quantity of work, flexibility, and attendance. It has been said that
people with disabilities represents the country’s largest untapped labor pool at a time when employers
are having more difficulty finding qualified and motivated candidates.
Cullman Area SHRM
A Chapter in SHAPE always, in all ways.
The Cullman Area SHRM Chapter has advance the HR Profession by becoming the leader in for creating
awareness of the importance of giving back to the community. We wanted to be involved in as many
aspects of the community as possible. We also wanted to continue to make our chapter stronger by
supporting current members with education, training and tools they need to remain a vital part of their
own organization as well as our chapter. We knew that only dedication, perseverance, and hard work
would allow us to remain a Chapter in SHAPE always, in all ways.
Delaware SHRM Chapter
Jobs for Delaware Grads
Delaware SHRM Chapter participated with JA in a Career Challenge and evaluated high school students
on their skills and capabilities to achieve success in an interview process. It was evident the students
were not equipped with the skills or resources to be successful within the process. Most of these
students were highly at-risk seniors who were preparing to transition from school to work. In speaking
with the teachers, we learned most of the teachers had not been on an interview in many years and
some in a few decades. Thus the teachers were not aware of “today’s” recruiting practices, processes
or expectations of a candidate. This is a key factor impacting placement and unemployment rates.
Ultimately the placement of the next generation is at a great disadvantage and our Chapter decided to
develop and train the teachers with a “Train the Trainer” program to be delivered during their annual
Training. This included information on employment resources, interviewing techniques, interviewing
questions, general/business etiquette, communication, elevator speech, sample resumes, general
employment information about the organizations/industry that are prevalent throughout our state. The
training included a Panel Discussion and Q & A, a “speed dating” concept so that all of teachers
throughout the state would have the opportunity to spend time with each of these HR Professionals for
a knowledge transfer, have the chance to ask specific job related questions, receive documents to take
back to the classroom, and schedule site visits to the school with the HR Professionals to mentor the
students.
EHRA
Hire a Hoosier Hero
How to Hire a Hoosier Hero is a collaborative event that included presentations from the Military,
Providers of Veteran’s Services, Educational Institutions, and Employers sharing best practices. This
event provided an opportunity for the community to interact with local employers looking for ways to
connect with Veterans. The program began with the Presentation of Colors followed by interactive
discussions by the military, Veteran's resources providers, educational institutions, and local employers.
This event created a way for the community to come together to make the employment lives of
Veterans better.
Greater Baton Rouge Society for Human Resource Management
Best Places to Work in Baton Rouge
The Greater Baton Rouge Society for Human Resource Management (GBRSHRM) partnered with the
Greater Baton Rouge Business Report (GBRBR) to present the inaugural Best Places to Work in Baton
Rouge program this year. This program was designed to recognize employers who have excelled in the
recruitment and retention of top talent in Baton Rouge and the surrounding areas. Our members were
instrumental to the program’s success by registering their companies and/or encouraging others to
participate. As a result, over 50 employers registered which gave the program a solid foundation for
employers to have a competitive process. The award winners will be recognized at an event and all
participating employers will be afforded the opportunity to purchase reports with information garnered
throughout this program. It will give employers valuable insight to improving their work environment.
The GBRSHRM chapter name and logo were highlighted several times through both print and online
GBRBR promotions, improving both visibility and credibility of our chapter. Through this partnership, we
have cultivated a symbiotic business relationship that has allowed for the publication to identify quality
HR sources in our membership for their content while providing our members and chapter with the
ability to be recognized. Our members have been featured as subject matter experts for over a dozen
HR related articles this year. We are proud of the substantial presence in the business community that
GBRSHRM has further established through this partnership.
Greater Madison Area SHRM
Job Boot Camp
Our initiative was undertaken to allow Madison area job seekers to leverage the training and education
that we provide in our Workforce Development and Diversity Committee workshops, and apply it to
obtain employment soon after their training. We created the Job Boot Camp to coincide with the timing
of the annual State of Wisconsin's Department of Workforce Development Mega Job Fair, so that our
job seekers could use resume and interviewing skills that they gained at the Job Boot Camp in a timely
manner, allowing them to build upon their recently obtained skills and put them to use while still fresh
in their minds.
HR Tampa
HR Prodigy Group Scholarship and Educational Program
Workforce Readiness of HR Tampa has partnered with the Hillsborough County School System (HCSS),
the eighth largest school system in the United States to launch its first Human Resources (HR)
Scholarship and Educational Program called, “The HR Prodigy Group.” HR Tampa has partnered with
high schools in disadvantaged communities and has presented its HR curriculum to high school students
while offering a Scholarship Program to eleventh grade students who are in the process of making
postgraduate decisions regarding their futures. Those interested in the scholarship program must
complete a rigorous application, which includes submittal of an essay, achieving a GPA of 3.0 or better,
and letters of reference from their educators. Participants are required to successfully complete a 12month program to be eligible for a scholarship. Once accepted into the scholarship program, the
students are assigned a mentor who assists and encourages them throughout program. Participants are
required to attend one HR Tampa meeting as well as visit a variety of organizations that have partnered
with our program in order to learn how HR supports every business. Participants must also volunteer at
a charitable organization. These requirements offer our participants foundational understanding of the
importance of HR in our communities. The Scholarship program concludes with a ceremony
acknowledging the scholarship winners.
HRACC - Human Resource Association of Central Connecticut
When Work Works for Connecticut Employers
HRACC held a chapter meeting at the end of 2013 on Work Place Flexibility; SHRM's own Lisa Horn was
our speaker and she introduced us to the When Work Works - Sloan Award Initiative. An HRACC
member loved this idea and presented a proposal to the Board to implement the When Work Works
program within our chapter. A committee was formed and we began to educate ourselves and our
membership on a critical factor in today's workplace: Employees want to find that worklife balance
where work is important, but with options where people can be successful within an alternative work
environment. We promoted When Work Works at every chapter meeting and through our social media.
We reached out to state agencies, lobbying organizations, and other SHRM chapters to tell them about
our project. We set modest member company application goals, and really didn't anticipate having
winning companies. We surpassed our application goal with 7 applications, and we had 4 winners! Even
before winners were announced, we were planning the Sloan Award celebration for our member
applicants to be included in our October membership meeting where our topic is Diversity. We feel this
topic is a great fit for the WWW celebration where the winning companies will receive their awards. Our
speaker will talk about "Unconscious Bias;" sometimes organizations have fears or a lack of
understanding regarding workplace flexibility. Through the WWW process, HRACC hopes to reveal
companies "Unconscious Bias" and help change long-held assumptions of how work should be
conducted.
Human Resource Management Association of Greensboro (HRMAG)
Job Seeker Symposium
In 2012, the Human Resource Management Association of Greensboro (HRMAG) partnered with the
Greensboro Chamber of Commerce and our local Workforce Development Boards to conduct a
Workforce Development Survey based on the quote bandied around that "Greensboro has 1,000
available jobs that we cannot fill because we don't have the skilled workforce." From the survey results,
we came to realize that there were 1,500 unfilled jobs in our area and that soft skills were considered
difficult to find and necessary regardless of type of job, salary level, or industry. HRMAG then partnered
with the local Job Links program and Workforce Development Boards to create, organize and provide a
soft skills Symposium in 2013 to address this lack of soft skills and attempt to help fill those 1,500 jobs
available with local candidates.
Human Resources Association of Central Ohio (HRACO)
Sixty Minutes to Greater Professional Success
The Human Resources Association of Central Ohio (HRACO) successfully strives to lead, educate and
inspire HR excellence. HRACO achieves this through membership initiatives including community
engagement, which is of paramount importance to the Chapter. HRACO changed lives by developing an
ongoing partnership with New Directions Career Center (NDCC), a non-profit organization specializing in
career development. Together, they established a vital community program, Sixty Minutes to Greater
Professional Success! The program links financially disadvantaged individuals with job readiness and
career development training through an on-going series of monthly workshops. Through
guidance/support from HRACO leaders, the program empowers individuals to compete in the job
market and achieve career goals. All participants who take part in the Program have experienced
generational poverty. They have the inability to access career/ job search information which significantly
hinders employment opportunities. This program gives participants the ability to better identify, pursue
and secure financially rewarding/personally fulfilling employment situations that best utilize their
unique gifts. Program outcomes include a developed, specific career plan for 100% of the
participants, 80% being dropped from public assistance/welfare, 80% gained an increase in annual
income, 70% obtained economic self-sufficiency and all Program graduates obtained the consistent
ability to secure higher level wage earnings than those participating in other local agency programs.
HRACO’s partnership with NDCC and the Sixty Minutes for Greater Professional Success series gives
participants a greater confidence regarding job search/career development skills and has a profound
impact on many economically disadvantaged families in Central Ohio. This Program changes lives!
LHRMA
1st Job-Lincoln
1st Job-Lincoln was piloted in 2013; due to its successful start, the program continued in 2014, providing
students with paid summer internship opportunities, focusing on two primary goals: (1) help prepare a
foundation for youth who are seeking a career in IT field, and (2) provide employers an opportunity to
seek out qualified candidates for future employment. A critical component of the program was to recruit
and collaborate with “Champion Employers” who “championed the way” for our community’s youth to
access a professional on-the-job experience. LHRMA’s Workforce Readiness Committee served as the
project coordinator, working closely with students and Champion Employers before and during the
internship experience to ensure students were well prepared to enter the job site and to assist the
Champion Employers during the students’ summer employment. Multiple event activities were
developed and coordinated by the WRC, which required working over a 12-month period to prepare for
the 2014 program; activities included: -Video showing interviews of students and employers, used as a
recruitment tool for 2014: YouTube:
https://www.youtube.com/watch?v=i1bWZ4HDGNs&feature=youtu.be -Facebook page to journal the
project: https://www.facebook.com/1stJobLincoln -Work preparedness session. -Application
Assistance Day (mock interviews and resume critique). -Champion Employer orientation, “How to
Have a Win-Win Internship.” -Job fair for students to meet prospective employers. -Celebration
event to present awards to Champion Employers and recognize students. -Survey conducted with
Champion Employers. Our success is measured by 28 youth to date who secured professional-level
summer jobs and community leaders expressing desire for LHRMA to not only continue but expand the
project.
Lubbock SHRM
Launching Your Career and Staying on Target: How to get a job….How to be successful on the job!
The Lubbock SHRM chapter took on a bold effort to enhance workforce readiness in the Lubbock
community by developing and publishing a booklet comprised of expert HR advice from its members on
best actions to take to get a job and what it takes to be successful on the job. By tapping into the
workplace experiences, knowledge and expertise of our HR professionals, the chapter was able to
cumulate an informative and practical 24 page guide to enhance the workforce readiness of our
community. The guide is like no other of its kind, in that it provides clear and direct “reality based” ideas
on what actions to take when searching for a job as well as how to be a productive and contributing
employee on the job. Over 200 booklets were distributed throughout the community; 13 non-profit
organizations. People served by various organizations such as Goodwill, Texas Workforce Solutions,
Texas Department of Assistive and Rehabilitative Services, Lubbock Economic Development Alliance,
Young Professionals of Greater Lubbock, benefited from what the information provided. Additionally,
the Chapter set a goal to increase member participation and community service through the sharing of
HR expertise while enhancing the appreciation, recognition and knowledge of the contributions of the
HR profession. All of our goals were met. The Chapter has received positive comments on the booklet
and the publication has certainly enhanced the respect and recognition of the Lubbock Chapter, both in
the community and among the members of the Lubbock SHRM Chapter.
Manchester Area Human Resource Association
Diversity Workforce Coalition
The DWC was developed over a two year period with the selfless assistance from dedicated Board
Members and other volunteers and promises to emerge as a central source of information and
resources in all manner of diversity. The Diversity Workforce Coalition is the product of diversity
initiatives of the Manchester Area Human Resources state chapter and the New Hampshire Human
Resources State Council of SHRM. The Diversity Workforce Coalition was created to assist Human
Resource Professionals and the community in recognizing the importance of diversity within the
workplace. Today, the Diversity Workforce Coalition is comprised of a growing number of employers
and other community members whose purpose is to promote diversity in the workplace through
education, training, enhanced networking opportunities, and to identify and connect resources to its
members and the public. The Diversity Workforce Coalition’s members understand that we are a
global community in which a Diverse workforce provides new ideas and strategies that will assist us in
meeting the diverse needs of our customers and remaining a leader in our respective industries. We
have obtained feedback from community members to determine need and have created programs that
address these needs. The Diversity Workforce Coalition will continue to expand on its membership,
programming, education and communication in the coming years to meet the needs of the membership
as our definition of diversity evolves and the needs of members change.
Michiana SHRM
Michiana Preparing Our Future Workforce
“Michiana Preparing Our Future Workforce” is an initiative that brings solutions to our SHRM
community and business leaders. Many high school students in Michiana receive guidance in the area of
workforce readiness. High school guidance/counseling programs are stretched too thin, and many
students do not have parents or mentors to help them with job search skills. Many students go directly
into the job market after graduation. We use our members’ vast experience and expertise to help
provide local high school students the skills they need, and facilitated the second year of a full-day of job
readiness programming to Elkhart Memorial High School. We also began a partnership with a local nonprofit, Five Star Life, which helps students—particularly at-risk. The program has been immensely
successful in changing lives, and is now in 14 schools, with over 300 mentor-coaches and 2,500 students
served annually. We connected with and became a resource to Five Star Life by plugging into its
successful programming to provide job search skills training to its students. We believe this initiative
provides much-needed workforce readiness training to local students while increasing the Chapter’s
connection to our community and the community’s awareness of our Chapter and what we do. We also
committed to helping Bridges Out of Poverty raise money for two areas of need—help for low income
individuals who need copies of their GED diplomas for job search efforts and for low income individuals
who have found employment, but don’t have the right clothing for their jobs.
Mid-Florida SHRM
Ready Resource
Mid-Florida SHRM's initiative, Ready Resource, actually began last year and has continued to gain
momentum in 2014. Ready Resource positioned our chapter to become the ultimate local resource for
HR information ans workforce readiness support. We achieved this by attendance at multiple job fairs
providing mock interviews, onsite resume critiquing, interview pointers, and dress for success coaching.
We leveraged our partnership with The Lakeland Area Chamber of Commerce and the a local radio
station to become a recognized resource on HR topics to the community. From MFSHRM articles, one of
which was the cover story of the Chamber monthly magazine, to HR topic radio spots to being asked for
the second year in a row, as guest experts at the Chamber’s annual Small Business Conference we
achieved "Ready Resource" status.
NNHRA
Membership Trends with Benefits
The Membership Trends with Benefits Program was introduced by NNHRA in 2012. Membership had
been a core competency for NNHRA in the last decade. We had introduced complimentary membership
for SHRM members, conducted a successul merger with the Sierra Nevada Human Resources
Association in the Carson City area, included a California-based chapter in Lake Tahoe in the Nevada
WorkFlex Roadshow that spanned five cities and explored partnerships along the I-80 corridor into the
Eastern part of Nevada. Today our membership area spans more than approximately 25 cities and
roughly 74,833 square miles.
NOARK
Advocacy in Action
The 2014 NOARK Board decided to hold its 2nd Annual "Advocacy in Action" in August of this year. This
program was created to educate our members on the Legislative Process and its impact on business, to
allow members to build relationships with Legislators and Legislators to build relationships with
members, and to increase the visibility and raise awareness of the HR Profession. We had several
objectives for this year's session. NOARK wanted to increase the number of Legislators/Special Guests
that attended. We had an increase of 37%. NOARK wanted to increase member attendance over last
years session. NOARK members attendance increased 14%. We wanted more NOARK Member
involvement in the event. We had 45 members assist this year with hosting/greeting duties. That is
double what we had last year. This program was a success. It was a benefit to members, Legislators and
the community. This event helped to promote the NOARK brand, build credibility and increase
awareness of the resources available.
San Diego SHRM
San Diego Collaboration
The San Diego Collaboration offers an innovative response to the evolving needs of the business
community by exposing HR professionals to experiences that build HR professionals confidence in
leading beyond asset protection to asset creation. Initiated to develop partnerships and build
relationships among complementing HR Associations in San Diego and collectively pool our resources,
the Collaboration is designed to drive enhanced leadership experiences to our Association members and
thereby develop win-win scenarios for all participating. Initiated and led by San Diego SHRM, this
unique group of 13 human resources organizations delivers development opportunities which stretch
beyond the customary HR expertise to business acumen, critical thinking, relationship management,
communication, negotiation and leadership as identified in the SHRM competency model. Leveraging
the capability of organizations that support employers who are public and private, large and small, in
San Diego and across the border, the combined resources of the San Diego Collaboration brings a depth
of capacity building to programs that advance the HR profession by broadening the member’s ability to
grow beyond their current work environment. The Collaboration also addresses multiple partner
concerns including enhancing membership value, reducing community fragmentation, and reversing
waning program attendance resulting from over 22 competing programming options each month. The
San Diego Collaboration provides a platform for professional growth and demonstrates community
leadership by working across boundaries to address the development needs of the HR profession in our
region.
Seattle SHRM
HR Next Gen Linkedin Series
Recognizing the importance of LinkedIn as a tool for employment/career advancement, and seeing an
absence of practical programs around educating and maximizing this tool, Seattle SHRM started an
initiative for HR students/young professionals focused on LinkedIn. Our goal was to educate and
activate. Educate HR students and emerging professionals with the most current information on an
important recruiting tool. Activate them by providing personalized actionable information from
experienced HR professionals, they could then take away and apply. In addition, we acknowledged an
often overlooked aspect of a profile that speaks to first impressions - the professional photo. The
initiative started with a presentation about Linkedin; it's value, good profile form and connecting with
other professionals via groups. Secondly, Linkedin day was arranged during which participants had a
professional headshot taken by a volunteer local photographer and were presented with a written
assessment of their profile (previously reviewed) from an employer lens with suggestions for
improvement created by Seattle SHRM Next Gen Committee members. In the final event of the series,
we continued to educate with another LinkedIn workshop specific to sharing insights with the students
regarding the recruiter's perspective when it comes to sourcing candidates via LinkedIn. The result
was participants coming away with an achievable plan on what to do next to present their best selves to
employers. Our mission: Inspire, Educate, Connect. This initiative was reflective of our mission. We
hope it inspires others to replicate this program for young professionals and other job seeking
audiences.
SHRM Jacksonville
SHRM Jacksonville Annual Supervisor Training
SHRM Jacksonville has proudly served the First Coast of Florida for over 50 years. With renewed focus
on SHRM Jacksonville’s mission of “Advancing and Serving the First Coast Workforce,” the Chapter
concentrated its efforts in 2013 and 2014 on reaching beyond its membership to become a visible
resource for and strong partner with the business community in Jacksonville. The Chapter’s Board of
Directors recognized one critical need for our business community: supervisor training. The Chapter’s
Board members were regularly receiving HR-related and employment law questions from businesses in
the community. Many of these questions came from businesses too small to have an HR professional or
department. These companies were allowing supervisors and/or office managers, with no education or
training, to have significant or total decision-making authority over the company’s employees.
Recognizing this deficiency, the Chapter developed a supervisor training program for the business
community of Jacksonville. This one-day, annual program provides education and training to front line
supervisors and non-HR managers who lead, manage and supervise others, but may not have an
understanding of key HR and employment law issues. The program covers the entire course of the
employment relationship, from hiring to discharge, and everything in between. The sessions are
facilitated by experienced HR professionals and employment attorneys. The Chapter held its first
training program in October 2013 and its second annual program in September 2014, with a 115 percent
increase in attendance from 2013!
SHRM Olympia
Planning and partnering for 2013 and 2014 JBLM Army Career & Alumni Program (ACAP) hiring event!
Joint Base Lewis-McChord (JBLM) is the largest military base in the Pacific Northwest. JBLM is home to
approximately 25,000 servicemembers with roughly 6,000 transitioning out each year. SHRM Olympia
established an ongoing partnership with JBLM’s Army Career & Alumni Program (ACAP) to provide hiring
events for transitioning service members. This partnership was created with the goal of career fairs for
transitioning service members in the Pacific Northwest area. To date, SHRM Olympia has co-sponsored
the two largest career fairs JBLM (Oct 2013 & Apr 2014) has ever put on.
South King County Human Resources Association
Long Term Unemployed and SKCHRA Partnership Program
There has been much discussion regarding the crisis of long-term unemployment (LTU). The National
Employment Law Project before the U.S. Senate Committee on Health, Education, Labor and Pensions in
2011 stated ‘the principal barriers to reemployment include a woeful inadequacy of jobs; discriminatory
exclusion of the unemployed from consideration for job openings, simply because of their
unemployment status; and the use of employment screening devices such as credit background checks,
that have a harsh impact on individuals who, because of job loss, experience financial losses resulting in
substantial debt, home foreclosures, and personal bankruptcies. Other factors, include social isolation,
depression and anxiety often accompany long-term unemployment, as well as limitations on access to
tools needed for job search’. By partnering with over 14 local government and human services
agencies, colleges, university, and 67 private and non-profit employers the South King County HR
Association (SKCHRA) developed and implemented programs designed to improve employment
outcomes for underserved communities such as LTU, immigrants, students, youth/young adults,
veterans, disabled, low-income and other individuals with employment barriers. These programs
allowed job seekers to meet with HR Professionals in a non-threatening environment and offered
services like resume critique and coaching, interviewing workshops, employer panels, professional
interview clothing and career fairs. Participants gained job search skills and tools necessary to find
employment. Over the past year approximately 1,800 volunteer hours; more than 674 job seekers
attended these events which resulted in approximately 207 hired workers; bringing hope to LTU and
many with employment barriers.
Tennessee Valley Chapter SHRM
Campus to Capital: Embracing HR Advocacy
The Alabama SHRM State Council (ALSHRM) won the first Pinnacle Award for State Councils in 2007 for
legislative affairs. It is the only State Council that does two Advocacy Hill Visits to DC each year. It is
what Alabama is known for within SHRM.
Campus to Capital is a collaboration with our sister student
chapter, Athens State University, and incorporates both college relations and governmental affairs by
sending a student chapter member to an all-expense paid trip to a Hill Visit. The initiative was devised
to promote advocacy among Young Professionals before they begin their HR careers. The first phase
involved an essay competition among the student chapter members. Rebecca Dubach, the winner of
the contest, went to DC and visited all nine members of Congress along with other HR professionals. She
even lead the discussion at her Congressman's office and had her photo taken with him. The third
phase of the initiative was for Ms. Dubach to advocate for being an advocate. She has done an excellent
job of doing so by giving presentations and writing articles about her experience at the local, state and
national level. Other chapters are now replicating our process and can adapt it to their own needs.
The Greater Orlando Society for Human Resource Management
Bridges to Work Mentorship Program
The Bridges to Work Mentorship Program is a program specifically designed and created to meet the
development needs of our community and our chapter members. Veterans from the Greater Orlando
area directly benefit from this program by having a comprehensive mentorship experience with an HR
professional that coaches them through the hiring process and for some in the career pathing process.
This is an excellent opportunity for our members as well as it provides development of their own
coaching skills and gives them exposure within the industry as an expert.
Western Colorado Human Resources Association
Veteran Initiative
Western Colorado Human Resources Association Workforce Readiness Initiative – 2014 #1 Purpose:To
assist Veterans on the Western Slope of Colorado in gaining resources and tools to make themselves
marketable in the civilian arena while also assisting employers in meeting the new Affirmative Action
Plan (AAP) requirements for Veterans. The identified need: Veterans often present in the civilian
world with resumes and skills that most civilian HR personnel have difficulty interpreting. Veterans need
support in translating their skills from military language into civilian language. Employers need support
in understanding the AAP and translating that into realizing the benefits of hiring Veterans. The
importance to WCHRA: As a Human Resources chapter, we believe that it is our duty to give back to our
Country, our Veterans, and our Employers by forming partnerships, and aligning our initiatives where we
can make a different to one Veteran, one Employer or making a difference to 100 people in preparing
for the workforce and staying compliant with AAP guidelines. How will we make an impact in this area:
By improving confidence, presentation and work opportunities for our Veterans on the Western Slope
and allowing employers to gain Veterans as employees.
What resources will you access: We will
partner with Mesa County Workforce Center, as well as recruit the subject matter experts from our
chapter or other COSHRM chapters (if possible) to succeed. The result: Job Fair Boot Camp,
Wednesday, September 24, 2014 from 1400 to 1600 at the Mesa County Workforce Center.
Wichita SHRM Chapter
Veteran’s Employment Initiatives
The Wichita SHRM Chapter of the Workforce Readiness Committee (“WRC”) has maintained a strong
focus on providing support for Veteran’s Employment initiatives during the past four years. The WRC
identified opportunities to partner with McConnell Air Force Base (“AFB”) to improve the employment
skills of military personnel entering the civilian workforce. WRC enlisted Chapter members to coach
military personnel attending McConnell AFB’s Transition Assistance Program (“TAP”). For over 48
months members of WRC presented to TAP classes at McConnell AFB, facilitated Q&A, assisted with
preparation of resumes, and coached on interviewing and career searches. So far in 2014, WRC
members have presented to 416 military personnel through TAP. In 2012, WRC began “Host a Veteran
in Business Day”. This program matches employers and veterans based on veteran’s skills and company
employment requirements. The business offers interviews with immediate feedback, resume review
and suggestions, business tours and interaction with a supervisor or hiring manager to offer insight into
civilian employment. Military participants that attended a Host a Veteran in Business Day also attended
TAP the following month and affirmed the program assisted to improve their interview skills and
increased their confidence to in obtain civilian employment.
Yakima Valley Human Resource Association
Workforce Readiness for Veteran
The Yakima Valley Human Resource Association has collaborated with local community veteran partners
to help the recent or long-term unemployed veterans ready themselves for the civilian workforce. As HR
professionals, and often times on the hiring side of employment, we have a good idea on what it takes
to help ready someone for a job, how to look for a job and what to expect during this experience.
Through research, talking to local veterans and in meeting with local veteran partners, we have found a
need for our local SHRM chapter to step up and start assisting our community in not only readying
veterans in the job search process, but how to prepare to be gainfully employed in a position that best
suits their skills, knowledge, experience and passion. This program is simply the introduction to future
veteran community partnerships and ongoing programs and workshops designed to help educate and
aid the veterans in the workforce. The program will be held on September 16, 2014.
York SHRM
Disabilities in the Workplace
In 2013, the Diversity Chair of York SHRM and the Workforce Readiness Chair began brainstorming on
providing training to HR professionals, supervisors, and staff in local companies regarding hiring and
working with individuals with disabilities. With the new legislation that is being mandated by the OFCCP
regarding hiring those with disabilities, we knew it would be on the radars of people in the workforce
here in York, Pennsylvania. In the following months, a committee was created and all 8 members were
working on different topics from educating those on what a disability is, to what it entails to hire
someone with a disability. The training was held in November. We partnered with Penn-Mar Human
Services, a non-profit agency that serves the Southern York and Northern Baltimore Counties with adults
with disabilities. Also, we had an employer panel made of representatives from those companies in York
who have had successful job placements with individuals from Penn-Mar. We focused on key issues
such as inclusion, diversity in the workplace, and preparing your workforce for hiring individuals with
disabilities. To measure our success, we surveyed those in attendance. Our target audience was
supervisors who could be directly supervising staff with a disability; however, it was mostly HR
professionals who were in attendance. According to the survey, 100% of those polled did agree that
they would like to see the training available for supervisors in the future. Also, 100% of those polled
said they agreed or strongly agreed that they found the session valuable.
Serving the Professional (STP)
Chapters
Lewis & Clark SHRM
Building Leadership Skills Together
In September of 2013, Lewis & Clark SHRM partnered with Community Council to plan a series of
training events branded as Building Leadership Skills Together. The Community Council is a nonprofit
organization focused on improving human services in St. Charles, Lincoln and Warren Counties. A need
was identified for affordable access to high-quality human resources training for professionals
supporting critical human resource activities. The team identified three primary outcomes: •to increase
access to high quality, affordable trainings, •to reach a minimum of 200 participants from a diverse
cross-section of the community, and •to deliver trainings using a collaborative model. The program
received initial support through grant funding from the United Way to strengthen agency collaborations.
Workshop topics included Self-Care for HR Professionals, HR 101, Diversity, Survey Development, Legal
Issues in the Workplace, Coaching, Creating an Inclusive Workplace and Generational Diversity. The
program’s success was evidenced by participation levels, workshop evaluations and the diversity of
organizations participating. In addition to surpassing all of our goals, we furthered our mission by
expanding our chapter’s strength as a resource for our region’s nonprofit community. Due to the
success of the initial program, the initiative will continue in to a second year. Topics slated for fall of
2014 include Substance Abuse in the Workplace and Practicing Appreciative Inquiry; with interest in
future program topics including Performance Management, Wellness, HR for Faith-Based Organizations,
Interviewing and Selection, Disabilities Inclusion, Compliance and Ethics.
Philadelphia SHRM
Human Resource Development Mentorship Program
The mentoring program provides graduate students with the opportunity to work with successful HR
professionals and to continue to develop a range of skill sets. Mentors benefit by accessing fresh talent,
improving their leadership skills and building a rapport with Villanova’s reputable HRD Graduate
Program. Mentees are able to network within the HR community and make links with HR professionals
who are interested in growing talent. Benefits include expanding one's knowledge base, having a
resource one can go to when you have HR questions or issues, and making a valuable contact in the HR
field. For mentors, the benefits are gaining HRCI credits, listing this experience as a resume booster, and
gaining valuable connections within a new generation of HR professionals.
St Croix Valley Employers Association (SCVEA)
PHR/SPHR Certification Prep Course
The St. Croix Valley Employers Association SHRM Chapter created a program which offered a
certification prep course for individuals wishing to study for and obtain their PHR/SPHR certification.
There were several reasons for creating this program. As a chapter we recognized the need to offer
additional education to HR professionals in our rural area. We also wanted to offer a program that
would help HR professionals to expand their knowledge by becoming certified through the HRCI
program now, and later obtaining their SHRM-CP and SHRM-SCP certification. This initiative included a
chance to educate, inform, and further develop the leadership skills of HR Professionals, students and
other interested individuals in our area. We worked closely with the local technical college, our board
member college liaison and area HR professionals who were interested in this type of program being
offered. We studied the need for this type of program, the feasibility and best possible location for the
class. We marketed our program through the college network, social media and our chapter’s electronic
marketing. As a board we decided to make the program more cost effective for members by offering a
scholarship to all active members. In offering the program we have challenged the HR professionals in
our area to obtain certification and further their education in human resources. We are extremely
proud of our future PHR/SPHR certified HR professionals and the impact that they will have on the HR
field.
Staffing Management Association of NJ
Get The Job Boot Camp
Get The Job Boot Camp was organized by Staffing Management Associates of NJ (SMA) to help HR
majors in the state of NJ to develop skills to help them in their job search. The program was put together
and run by a committee of SMA members who met on a weekly basis for 1 ½ months. SMA members,
industry professionals and a LinkedIn representative presented innovative workshops on relevant topics
that included resume writing, interviewing skills, elevator pitch, using a recruiter and leveraging your
LinkedIn account in your job search. The elevator pitch segment also involved students coming up and
delivering their elevator pitch to an “American Idol” style panel of professionals who rendered
constructive feedback that all in attendance could benefit from. That was a big hit. During breaks and at
lunch, the SMA members worked with students one-on-one to help improve student resumes and give
career advice. Finally, presenters stood up and did an extended Q&A with the students. Our event was
held at Rutgers University on 3/14/2014. Garden State SHRM supported our efforts through their e-blast
system to College Relations Chairs throughout the state, who in turn sent it to the SHRM student
chapters. There were approximately 58 students registered with several schools represented. The event
received written accolades from those students and other professionals in attendance on our evaluation
forms. Participating professionals developed their presentation skills and students walked away with a
solid understanding of the entire job search process.
Enhancing the SHRM Community (SHRM)
State Councils
Indiana State Council of SHRM
Indiana's Membership Leader ToolKit to Enhance and Grow Members at Local Chapters
Recruiting, engaging, and retaining members defines the purpose of SHRM chapters everywhere. And
the state of Indiana took that to a new level with their three-year membership initiative designed to
drive and support SHRM membership throughout the state. Three primary goals were developed as
part of a strategic plan developed at the end of 2010: 1.Increase SHRM membership in chapters by 3%
2.Increase the level of knowledge, support, and communication with chapter membership leaders
3.Ensure all chapters in the state maintain SHRM affiliation status The most significant impact has
been achieved by the second strategic goal above. Through the development of a statewide
membership committee, several initiatives have been put in place to ensure strong leadership at the
chapter membership level, including the following: •New Membership Leader on-line toolkit •A
statewide survey that gauged loyalty and engagement of SHRM members and LMOs •Effective,
consistent communication to membership leaders through monthly newsletters, quarterly interactive
web calls, and membership summits •The institution of a SHRM Connect group for chapter membership
leaders •The creation of Committee Connectors – state membership committee members assigned
their own chapters to mentor and support •A highly-successful chapter membership booth at the
annual state conference The support provided by the Indiana State Council to chapter membership
leaders has positioned them – and the state – to provide a higher level of service and support to SHRM
members – and future SHRM members - throughout Indiana.
Iowa SHRM State Council
Student Leadership Conference
So much of the success in the field of Human Resources is centered around individuals committing to
serve others. The desire to serve and advance the profession is evident in SHRM volunteer leaders. We
saw this desire to serve be the inspiration for Iowa SHRM State Council's College Relations Officer to be
creative and come up with a solution to meet the need of young student volunteers. The creation of a 6
hour conference to onboard the students to their positions and SHRM was a perfect example of how we
as volunteers should be applying the skills used in the profession to our SHRM volunteer roles. Students
were taught networking, goal setting, accountability, recruiting and strategic planning. I am confident
that this program will have the Council's long-term commitment to offer on an annual basis. This
program not only accomplished all these things, but it did so while silently strengthening existing
volunteer leaders, growing their commitment to SHRM and implanting the seeds for them to continue
to serve and grow the profession.
MD SHRM State Council
Reach for the Stars: A Guide to Increasing and Engaging Your SHRM Chapter Membership (and
membership video)
Professional associations are dependent upon their members, making membership an essential role of
chapters. The Maryland SHRM State Council recognizes the importance of engaged members and
identified membership as a key strategic area on which to concentrate in 2014. After attending the 2013
SHRM Leadership Conference, our Membership CLA Director, Amanda Haddaway, created Reach for the
Stars: A Guide to Increasing and Engaging Your SHRM Chapter Membership to provide our 10 chapters
across the state with ideas and strategies that could easily be implemented in their chapters to increase
new member recruitment and keep their current members active and engaged. MD SHRM recognizes
that the demands for the average HR professional seem to increase in both time and complexity each
year. It is essential for chapters to build a business case around why membership is valuable and
necessary for the practitioner’s professional development. In our role as the state council and through
this 16-page guide, we share ways to communicate the importance of chapter membership and other
membership benefits with current and prospective members. Main topic areas include marketing, social
media, unique membership pools, effective on-boarding, membership satisfaction, dues setting,
conferences as a membership recruitment tool, membership engagement, and additional resources for
chapter leaders. Additionally, Amanda created a video (http://md.shrm.org/maryland-chapters) and
posted it to the MD SHRM website on the benefits of chapter membership. Several chapters have added
the video to their own chapter websites and it is played during chapter meetings across the state and at
state council meetings.
Washington State Human Resources Council
Increasing the Revenue Stream of the Chapters and Increasing SHRM National Membership Retention
Our program was created to address membership-related needs that emerged after analyzing and
discussing the data the State Council received from two surveys sent in November 2013. Membership
emerged as one of the higher priority themes of both surveys. Based on that information, we created
our theme: "Increasing the Revenue Stream of the Chapters and Increasing SHRM National Membership
Retention" and delivered on its promise in initial roll out during 2014. Through a restructure of the State
Council Membership roles adding an At Large Membership Director position and an intentional focus on
Chapter member affiliation, we were able to increase our local SHRM Chapter revenue stream and
increase SHRM National membership retention, thereby ensuring revenue stream for both
contingencies. SHRM's studies have shown that SHRM members who affiliate with a local Chapter
remain National members for a longer duration. In addition, we were able to create the most cohesive
and engaged group at the State Council level then we've had in decades. We routinely receive
compliments from our Chapter Presidents telling us that this was the best year in both strategic planning
and execution of our Membership theme.
Chapters
Central New York SHRM
Volunteer Appreciation Program
CNY SHRM’s Volunteer Appreciation Program (VAP) was created to recognize individuals who serve on
our board. Our VAP consists of a monthly Trailblazer Award, Event Vouchers, and attendance at the NYS
SHRM Conference. Our VAP is a success as our entire Executive Board/Chair positions are filled.
Chesapeake Human Resources Association
CHRA: Growing the Next Generation of Human Resources Professionals!
The CHRA College Relations program took an innovate approach to increasing connections, supporting
student development in the Human Resources Profession and expanding the relationship between CHRA
and local colleges, the net effect being a doubling in the growth rate of student membership, expanded
and new relationships with the local colleges, HR students and student SHRM chapters. Innovations
were found in the approach to develop relationships (while innovative for the local chapter is easily
replicable for other affiliates) with the local colleges through: SHRM represented Panel Discussions,
Presentations on Networking, Career Pathing and several social networking opportunities between HR
professionals and students. The Committee also created a mentor match program between students
and CHRA’s professional members creating a win-win for the students to learn from experienced
professionals and providing the professionals an opportunity to become further engaged in giving back
to the community and profession. From January 2014 – June 2014 student membership grew at a rate
of 9.8/month, nearly doubling the rate of the prior year! What’s more impressive is the systemic growth
from 17 to 89 new student memberships in only 3 years equating to growth of over 500%!
Chicago SHRM
Chicago SHRM: Connections, Collaboration, & Community
2014 was a year of connections, collaboration, and community to celebrate Chicago SHRM and its 60
years of success! This commemorative year was all about reaching out and engaging with our members,
partners, and the local community to highlight 60 years of helping HR professionals “learn, connect, and
advance” in the profession and together pave the way for a bright future. We collaborated with
corporate leaders in partnerships and educational opportunities to help our HR practitioners further
their careers and take on more challenges—thus continuing a tradition of 60 years of leading local HR
professionals in their continued development. We have shown where HR has come from and suggested
where HR is going—starting with our sold-out conference, “Shaping the Future of Work as HR”, then
driving home the message in our monthly educational programs. HR professionals can continue to have
a significant impact on corporate culture and business outcomes by partnering with company CEOs and
presidents—the people we engage as Chicago SHRM partners. Chicago SHRM connected with
members and partners through a year-long, cross-team marketing campaign, and we helped members
get more involved through volunteer and education drives. We collaborated with non-profits to
showcase their good works with our chapter, and we shared our expertise by career-coaching students
from all Chicago neighborhoods. We brought together members, the board, volunteers, sponsors,
partners, educators, speakers, past presidents, and SHRM representatives to celebrate with us after our
full-day conference of learning. We found innovative ways to celebrate each month of our 60th year!
Elizabethtown SHRM (E-SHRM)
Resume Assistance/Tips for Job Fair Success
This initiative was conceived by the local chapter to attach its name as a co-sponsor of a regional job fair
held annually in the spring when employment recruitment by the business community increases. This
year's event was held April 17, 2014 from 10:00 AM to 3:00 PM. ESHRM-member companies
participated in this annual event so the chapter membership felt it would be a good project to segue
into and provide a much-needed service to the regional labor force. This job fair traditionally has at
least forty employers represented as well as colleges and universities for student recruitment. This
year's event had a record forty-nine employers and six college/universities. The job fair is always wellpublicized and it brings out a large number of jobseekers. This year’s event had over 600 people looking
for employment!
HAHRA
HAHRA Spring Job Fair
Our Spring Job Fair Program was created both to support HR professionals within our chapter to further
attract and identify new talent, as well as create awareness of our organizations within the community.
The program's major goal was to facilitate the connection of great opportunities to great candidates.
Talent acquisition is a key strategic initiative to many of our members and our job fair is a tangible way
our members can benefits from their partnership with SHRM. An additional goal which complements
the core goal was the sharing of information of our organizations with the community. Both these goals
were met, and the job fair was a success. Both our members’ organizations and job seekers benefitted
from this event. Valuable connections were made and critical positions were filled as a result of the
event. It was also a wonderful time for members to get together in an effort to strengthen our local
community with continued workforce development and awareness. This program requires a strong
team to come together for proper coordination and implementation. We reached out to many local
nonprofits, veterans groups, chamber of commerce groups, and various other public outlets to generate
interest in our event and increase attendance. The results were excellent. We had a strong turnout with
both employer attendance and candidates. It was truly a success and many companies concluded the
day with the acquisition of much needed new talent!
Indiana State Council of SHRM
Indiana's Membership Leader ToolKit to Enhance and Grow Members at Local Chapters
Recruiting, engaging, and retaining members defines the purpose of SHRM chapters everywhere. And
the state of Indiana took that to a new level with their three-year membership initiative designed to
drive and support SHRM membership throughout the state. Three primary goals were developed as
part of a strategic plan developed at the end of 2010: 1.Increase SHRM membership in chapters by 3%
2.Increase the level of knowledge, support, and communication with chapter membership leaders
3.Ensure all chapters in the state maintain SHRM affiliation status The most significant impact has
been achieved by the second strategic goal above. Through the development of a statewide
membership committee, several initiatives have been put in place to ensure strong leadership at the
chapter membership level, including the following: •New Membership Leader on-line toolkit •A
statewide survey that gauged loyalty and engagement of SHRM members and LMOs •Effective,
consistent communication to membership leaders through monthly newsletters, quarterly interactive
web calls, and membership summits •The institution of a SHRM Connect group for chapter membership
leaders •The creation of Committee Connectors – state membership committee members assigned
their own chapters to mentor and support •A highly-successful chapter membership booth at the
annual state conference The support provided by the Indiana State Council to chapter membership
leaders has positioned them – and the state – to provide a higher level of service and support to SHRM
members – and future SHRM members - throughout Indiana.
Iowa SHRM State Council
Student Leadership Conference
So much of the success in the field of Human Resources is centered around individuals committing to
serve others. The desire to serve and advance the profession is evident in SHRM volunteer leaders. We
saw this desire to serve be the inspiration for Iowa SHRM State Council's College Relations Officer to be
creative and come up with a solution to meet the need of young student volunteers. The creation of a 6
hour conference to onboard the students to their positions and SHRM was a perfect example of how we
as volunteers should be applying the skills used in the profession to our SHRM volunteer roles. Students
were taught networking, goal setting, accountability, recruiting and strategic planning. I am confident
that this program will have the Council's long-term commitment to offer on an annual basis. This
program not only accomplished all these things, but it did so while silently strengthening existing
volunteer leaders, growing their commitment to SHRM and implanting the seeds for them to continue
to serve and grow the profession.
Kalamazoo Human Resource Management Association (KHRMA)
KHRMA HR Day of Service
The KHRMA HR Day of Service paired HR professionals from the KHRMA chapter with area non-profits
who applied for assistance with an HR need(s). We do not have a monthly KHRMA meeting in July, so
the HR Day of Service was scheduled for July of 2014. Volunteers were requested from the KHRMA
membership. They were asked to volunteer 2 hours of their time, or roughly their regular monthly time
commitment to KHRMA meetings, to assist the applicable non-profits. As might be expected, many of
the HR professionals exceeded the 2 hour request and provided even greater value to the non-profits.
La Crosse Area SHRM
Membership Engagement
Membership Engagement is key to success at all levels of SHRM. In our local La Crosse Area SHRM we
are always looking for new ways to engage our members to get them more involved. Our chapter is
around 200 members and many times the same group of people continue to volunteer. We decided to
offer an incentive to get more members involved. Members get a chance to enter a drawing for our
quarterly incentive. The more meetings they attend, committees they are involved in the more chance
they have to win. We also offer small volunteer options at each of our meetings, such as helping set up,
clean up, greeting our members as they walk in, etc. This has been a great option for members to get
more involved without a big time commitment we are seeing more members get involved who have not
in the past. This will help build our succession pipeline for future board positions.
MD SHRM State Council
Reach for the Stars: A Guide to Increasing and Engaging Your SHRM Chapter Membership (and
membership video)
Professional associations are dependent upon their members, making membership an essential role of
chapters. The Maryland SHRM State Council recognizes the importance of engaged members and
identified membership as a key strategic area on which to concentrate in 2014. After attending the 2013
SHRM Leadership Conference, our Membership CLA Director, Amanda Haddaway, created Reach for the
Stars: A Guide to Increasing and Engaging Your SHRM Chapter Membership to provide our 10 chapters
across the state with ideas and strategies that could easily be implemented in their chapters to increase
new member recruitment and keep their current members active and engaged. MD SHRM recognizes
that the demands for the average HR professional seem to increase in both time and complexity each
year. It is essential for chapters to build a business case around why membership is valuable and
necessary for the practitioner’s professional development. In our role as the state council and through
this 16-page guide, we share ways to communicate the importance of chapter membership and other
membership benefits with current and prospective members. Main topic areas include marketing, social
media, unique membership pools, effective on-boarding, membership satisfaction, dues setting,
conferences as a membership recruitment tool, membership engagement, and additional resources for
chapter leaders. Additionally, Amanda created a video (http://md.shrm.org/maryland-chapters) and
posted it to the MD SHRM website on the benefits of chapter membership. Several chapters have added
the video to their own chapter websites and it is played during chapter meetings across the state and at
state council meetings.
Prince William SHRM
Community Outreach
PWSHRM assisted our HR membership/local community in several ways during 2014. First, we surveyed
the current membership as to the value of the services and programs offered by PWSHRM. We learned
the membership wanted business vs. general credits during monthly training sessions and members
wanted opportunities to network and do community activities. With this information, the 2014
PWSHRM Board identified the following priorities: Providing business vs. general credits at training
sessions, supporting national SHRM events, supporting Stonewall Jackson High School career day, assist
George Mason University students with resume/interview evaluations, support community projects and
support SERVE, a local homeless shelter. Over forty PWSHRM members volunteered numerous hours
helping to feed the homeless, taught job search, resume writing and interview skills to high school,
college and local shelter residents thereby helping those less experienced or find employment. We
supported national SHRM with volunteers as judges at their national College HR case presentation
competition. We reached out to 440 national Prince William SHRM members encouraging them to join
our chapter and attend one of our training events. The PWSHRM is sponsoring the 3rd annual
Employment Law Summit helping over 150 HR professionals receive training on current HR topics. We
reached out to the local Prince William Chamber of Commerce sponsoring events to educate local
businesses about the opportunities SHRM offers and co-sponsored HR related events with the Prince
William Chamber. We gained support from over 15 companies/organizations as paid sponsors for SHRM
events raising close to $7,000 for chapter events in 2014.
Raleigh-Wake Human Resource Management Association
Human Resources Being Community Resources - SHRM Foundation 5K and Get Fit for the Foundation
After many years of success with fundraising through our golf tournament for the SHRM Foundation, the
chapter decided they wanted to try something new. We created a 2 programs that worked together Get Fit for the Foundation. This is a series of classes or sessions that chapter members could sign up for
and all proceeds went to Foundation. Classes were held in Nutrition, Zumba, CrossFit, Yoga and Body
Step. We also created a 5K Fun Run and Walk - the RWHRMA 5K - Human Resources Being Community
Resources. The 5k had nearly 100 participants and the Get Fit Events averaged 10-15 people per event.
These new events enabled us to involve more chapter members. We also were able to promote health
and wellness - important to our profession and also important in the Raleigh area. We wanted to bring
in additional community resources so we partnered with 3 organizations to donate a portion of the
proceeds. We raised almost $5000 in the 1st year and this year are on track to do the same. More
people participate, more publicity and a fun new event that people love.
RI SHRM
And Then There Was One
The RI SHRM initiative took three separate SHRM-affiliated entities in the State of Rhode Island and
merged them into one entity. The results and impact of that merger are many. On a cold morning in
January, 2013, Linda Knight, Linda Poggenpohl, Lori Searles, and Tammy Lederer, leaders of the two RI
chapters, met to talk about the possibility of engaging the State Council in a discussion about merging
the Council and the two chapters. Research revealed that mergers are not uncommon and many
member service areas have subgroups which eliminates redundancy. This initial meeting was the
beginning of our journey. The Human Resource Management-RI Chapter (HRM-RI), SHRM Rhode Island
HR Chapter (SRIHRC), and RI State Council Boards agreed that it didn’t make sense to continue to
compete for resources (members, speakers, sponsors, venues, members’ time, etc.) in such a small
state. A project team of six (with two representatives from each state agency) was formed to work on
the merger. One year later, a new organization was designed, bylaws and charter created, and RI SHRM
was born. As of January 1, 2014, three became one!! The results have been very positive. Our
membership count is currently at 548, increasing from a combined chapter membership of 508. There
is renewed energy among members. This was evident at our Summer Social in August when 12 new
volunteers came forward. Requests to partner and collaborations have also increased, and sponsors are
seeking us out.
Sacramento Area Human Resource Association
Think Local
SHRM research indicates that members are more engaged and apt to continue membership if they are
actively participating with their local affiliate. In an effort to increase SHRM member engagement,
SAHRA began a marketing campaign to attract these individuals. With SHRM members at large in the
greater Sacramento region being larger than the total number of SAHRA members an invitation was
presented to Think Local. Our campaign consisted of quarterly oversized postcards cordially inviting
SHRM members at large to Think Local and check out their community affiliate. Each postcard includes
details of events for a particular quarter and contains a special discount code to enjoy reduced rates at
events. SAHRA also embarked upon a social media campaign to build brand awareness. This Think Local
campaign utilized Facebook and LinkedIn advertising with varying headlines of Think Local, Your Local
Source all including the tag line: For training, information and connections. SAHRA’s brand awareness
has increased with additional traffic to our website, we are experiencing via our Facebook and LinkedIn
advertising on average 20 click throughs per day. Our LinkedIn group is active and currently has over
1,200 members. Our chapter has experience a YTD 5.25% increase in SHRM members as of July 2014.
We have increased our SHRM membership base and now have a 63% chapter affiliation rate.
SHRM of Johnson County
SHRMJC Chapter Expansion Program
The Society for Human Resource Management of Johnson County (SHRMJC) introduced a Chapter
Expansion opportunity to bring a SHRMJC Chapter benefits to an under represented area of our state.
We were able to create, administer and maintain a secondary meeting location south of our county to
Advance the Profession in this community.
South Central SHRM
Chapter Accessibility Enhancement Initiative
Left to their own devices, niche professional groups such as the Society for Human Resource
management may easily fall out of the public eye and community memory. Small local chapters have
suffered in recent years; updates from Minnesota’s SHRM show decreased attendance, and some
chapters have closed their doors. In a proactive effort to boost our chapter’s success, the South Central
SHRM board established a list of methods to make our chapter more accessible to current and potential
members. This list included: •Re-naming and branding our logo and online URL •Establishing LinkedIn
and Twitter presences for our chapter •Taking a multi-media approach to promote our meetings: our
chapter website, social media, newspaper advertising, and the local Chamber of Commerce
website/newsletter •Ensuring that all email communications contained new and upcoming chapter
information This process has served to enhance the SHRM community in our area and has fostered
member engagement with the help of new and enhanced communication methods.
Washington State Human Resources Council
Increasing the Revenue Stream of the Chapters and Increasing SHRM National Membership Retention
Our program was created to address membership-related needs that emerged after analyzing and
discussing the data the State Council received from two surveys sent in November 2013. Membership
emerged as one of the higher priority themes of both surveys. Based on that information, we created
our theme: "Increasing the Revenue Stream of the Chapters and Increasing SHRM National Membership
Retention" and delivered on its promise in initial roll out during 2014. Through a restructure of the State
Council Membership roles adding an At Large Membership Director position and an intentional focus on
Chapter member affiliation, we were able to increase our local SHRM Chapter revenue stream and
increase SHRM National membership retention, thereby ensuring revenue stream for both
contingencies. SHRM's studies have shown that SHRM members who affiliate with a local Chapter
remain National members for a longer duration. In addition, we were able to create the most cohesive
and engaged group at the State Council level then we've had in decades. We routinely receive
compliments from our Chapter Presidents telling us that this was the best year in both strategic planning
and execution of our Membership theme.