Transcript Building Partnerships with Human Resource (SHRM) Chapters

Building Partnerships with Human
Resource (SHRM) Chapters:
Why Everyone Benefits
Workshop Objectives
• SHRM & Workforce Readiness
• Benefits from Partnering with SHRM
• Learning Gained from the Partnership
About SHRM
• More than 220,000 members world-wide
• More than 575 affiliate chapters
– Chapters provide local forum for personal
development.
– Place to develop leadership and managerial skills.
– Local networking arena
– Provide legislative focus on local, state, and national
HR issues.
SHRM Core Leadership Areas
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College Relations
Diversity
HRCI Certification
Governmental Affairs
Membership
SHRM Foundation
Workforce Readiness
SHRM Definition
“Workforce Readiness”
Workforce Readiness includes the preparation of
qualified workforce through the
public schools,
vocational and technical colleges, adult education
opportunities, remedial employee training, and
continuing professional development. Such efforts
mandate collaboration between business/industry,
local, state, and national government, educators, and
the local community.
SHRM believes WD Professionals
includes:
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Human Resource specialists
Career Counselors
Youth Program Operators
Business Liaisons
Vocational Rehabilitation Counselors
Community College instructors
Employment & Training specialists
Trainers
Job Developers
SHRM View
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SHRM realizes the importance and the growing impact of workforce readiness
in all facets of business, industry, community and education.
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Over 70 million “baby boomers” will retire over the next decade. The
economy is picking up and companies are hiring. HR professionals are seeing
applicants with huge skill gaps trying to enter or re-enter the workforce.
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Helping to facilitate the successful collaboration of these stakeholders is the
focus of workforce readiness issues.
SHRM Understands
Workforce Readiness includes
• New Entrants to the Workforce,
• Incumbent Workers, and
• Transitioning Workers
SHRM Report 2006 Access to Human Capital
• 489 HR stated that today’s job candidates lack
“professionalism, analytical skills, business
knowledge and written and verbal
communication skills”
• They also believe there’s a shortage of qualified
candidates for jobs that require skills in science,
engineering, and mathematics.
SHRM Chapters
Workforce Readiness
Their Involvement
A.C.E.
 Advocate
 Collaborate
 Educate
Advocate
• Reauthorization of Workforce Investment Act (WIA)
• Assisted the Technology Act
• Encourage Work Act (WOTC Tax Credit)
SHRM encourages HR professionals to allow
education and community based organizations
access to their workplace to sell their programs.
Collaborate
• SHRM believes in “it takes a village”
approach.
• Systems thinking is required to address
workforce readiness issues.
• SHRM believes that successful
intervention will be accomplished by a
coalition.
Educate
• Coordinate career talks, school days or career fairs.
• Provide pre-employment activities: Resume critiques,
mock interviews, etc.
• Workplace tours
• Provide job shadowing opportunities
• Student Internships
• Teacher/Guidance counselor externships
• Mentoring
SHRM 2008 WR Goals
• Cosponsor with Junior Achievement “Ground Hog Shadow”
Program.
• Implement the Alliance Agreement with the Office of Disability
Employment (ODEP).
• Cosponsor the Disability Mentoring Day with ODEP and SHRM
State Councils.
• Partner with the AARP on the National Advisory Council on
mature workers.
• Provide SHRM members with information, resources, and
educational opportunities to assist them in addressing their
pending workforce skills shortages.
SHRM State Council Goals
• Hold at least one communication activity per quarter
with the state’s chapter WR advocates.
• Work with chapters to promote/implement one SHRM
WR initiative at the chapter/community level. This
includes Disability Mentoring Day or Job Shadow
Day.
• Develop list of state workforce readiness resources
for chapters and members.
• Participate in at least one web cast and one
teleconference for workforce readiness.
SHRM Local Chapter Goals
• Partner with the SHRM State Council’s agenda in
setting workforce readiness goals for the chapter.
• Serve as the key contact for all workforce readiness
activities for the chapter.
• Implement one workforce readiness activity in the
chapter.
• Incorporate workforce readiness activities into each
of the chapter programs, such as offering updates,
activities, or hosting workforce readiness officials at
local meetings.
Becoming involved with SHRM
• Volunteering to serve on committees
• Opportunities for sharing information
• Networking builds rapport with businesses
and industries
Direct Impact on HR
• Talent Pipeline
• Recruitment Resources
• Business Partner
– Training
– Outreach
– Outplacement
• Opportunities for Engagement
What’s Occurred in Oklahoma
• Appointment of HR State Council’s Director to the
Governor’s Council for Workforce & Economic
Development
• Implementation of Job Shadowing for 8 – 12th grade
students
• Substantial increase in student internships
• HR professionals write articles for Business Crossroad
publication sent to Oklahoma employers.
• HR volunteered as speakers for WIA Conference
What’s Occurred (con’t)
• HR has opened doors for student internships.
• Chapters given monetary support for job fairs &
youth events
• HR volunteers help at local and state events.
• HR State Conference HR survey was conducted
on workforce development issues resulting in
implementing changes in WD programs and
services.
My Experience
• SHRM volunteer resources provide educational
material on workforce readiness issues that
affect workforce development programs.
• I have never been told “No”!
• Chapter involvement in career and job fairs
outcomes positively affect WIA performance.
• 6 out of 10 workforce readiness chapter
advocate volunteers are workforce development
professionals!
My Experience (con’t)
• SHRM national membership fee is minimal
compared to what’s gained from their
voice.
• Value derived from membership causes
you to encourage others to “come and
join”.
What I’ve Learned
• Volunteering to serve in local chapters is welcomed!
• Place to “showcase” your positive performance
outcomes!
• Place to “educate” HR—they know “about you” but not
necessarily “services provided” by WD programs.
• Provides opportunity to expand your business knowledge
in HR-related workforce issues.
• Place to develop/enhance your leadership and
managerial skills.
Oklahoma State Council for
Human Resource Management
Website:
http://okshrm.shrm.org
Website’s Workforce Readiness Link
• Workforce Development Survey on WD issues to
improve LWIB, One-Stop Centers, and services
provided by WD professionals.
• Links to WIA Partners websites.
• One-Stop Center Locations
• Local Chapter Workforce Readiness Advocates
and contact information
• Bi-monthly newsletter featuring WR issues.
Learn more about SHRM
Website:
http://www.shrm.org
Questions & Answers
Contact Information
Glenda Owen, PHR, CWDP:BES
Oklahoma Employment Security Commission
PO Box 52003
Oklahoma City, OK 73152-2003
Office Number: (405) 962-4603
Cell Number: (405) 203-2727
Fax Number: (405) 557-7174
E-mail: [email protected]