Building Partnerships with Human Resource (SHRM) Chapters: Why Everyone Benefits

1. Building Partnerships with Human Resource (SHRM) Chapters: Why Everyone Benefits

2. Workshop Objectives • SHRM & Workforce Readiness • Benefits from Partnering with SHRM • Learning Gained from the Partnership

3. 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.

4. SHRM Core Leadership Areas • College Relations • Diversity • HRCI Certification • Governmental Affairs • Membership • SHRM Foundation • Workforce Readiness

5. 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.

6. SHRM believes WD Professionals includes: • Human Resource specialists • Career Counselors • Youth Program Operators • Business Liaisons • Vocational Rehabilitation Counselors • Community College instructors • Employment & Training specialists • Trainers • Job Developers

7. SHRM View • SHRM realizes the importance and the growing impact of workforce readiness in allfacets of business, industry, community and education. • 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. • Helping to facilitate the successful collaboration of these stakeholders is the focus of workforce readiness issues.

8. SHRM Understands Workforce Readiness includes • New Entrants to the Workforce, • Incumbent Workers, and • Transitioning Workers

9. 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.

10. SHRM Chapters Workforce Readiness Their Involvement A.C.E. • Advocate • Collaborate • Educate

11. 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.

12. 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.

13. 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

14. 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.

15. 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.

16. 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.

17. Becoming involved with SHRM • Volunteering to serve on committees • Opportunities for sharing information • Networking builds rapport with businesses and industries

18. Direct Impact on HR • Talent Pipeline • Recruitment Resources • Business Partner • Training • Outreach • Outplacement • Opportunities for Engagement

19. 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

20. 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.

21. 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!

22. 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”.

23. 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.

24. Oklahoma State Council for Human Resource Management Website: http://okshrm.shrm.org

25. 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.

26. Learn more about SHRM Website: http://www.shrm.org

27. Questions & Answers

28. 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: glenda.owen@oesc.state.ok.us