2011 SHAPE Idea Center Workforce Readiness Initiatives by EbNp3Nf

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									                                         Chapter
Chapter Name:                            Number:   Chapter State   Region   Territory




GMVHRA                                   0657      New Hampshire   NE       A




Chesapeake Human Resources Association   0156      Maryland        NE       B




Frederick County Chapter SHRM            0231      Maryland        NE       B




Cumberland Valley SHRM                   0204      Maryland        NE       B




Carroll County SHRM                      0745      Maryland        NE       B
Howard County Human Resources Society   0617   Maryland       NE   B




TriState Human Resource Management
Associations                            0413   New Jersey     NE   B




Morris County SHRM                      0224   New Jersey     NE   B




Susquehanna Human Resource Management
Association                           0131     Pennsylvania   NE   B
Greater Valley Forge HR Association   0405   Pennsylvania   NE   B




Lehigh Valley Chapter                 0150   Pennsylvania   NE   B




Indiana County Area SHRM              0593   Pennsylvania   NE   B
SEPA SHRM                                 0498     Pennsylvania   NE   B




                                         0072
Birmingham Society for Human Resource Management   Alabama        SE   A




Tuscaloosa Human Resource Professionals   0477     Alabama        SE   A




HRMA of Martin County Inc                 0478     Florida        SE   A
Central Florida Human Resource Association 0050   Florida   SE   A




Thomasville Area SHRM                     0736    Georgia   SE   A




SHRM Columbus Area                        0128    Georgia   SE   A
CSRA SHRM                                 0043   Georgia       SE   A




Northwest Georgia                         0157   Georgia       SE   A




Capital Area Human Resource Association   0143   Mississippi   SE   A
Puerto Rico SHRM                          0095       Puerto Rico           SE   A




                                          0025       District of
DC SHRM Human Resource Association of the National Capital Area Columbia   SE   B




Central Kentucky SHRM                     0396       Kentucky              SE   B




Four Rivers SHRM                          0536       Kentucky              SE   B
Louisville SHRM         0073   Kentucky         SE   B




MidWest Kentucky SHRM   0714   Kentucky         SE   B




NKY SHRM                0548   Kentucky         SE   B




Catawba Valley SHRM     0702   North Carolina   SE   B
                                         0086
Winston Salem Society of Human Resource Management North Carolina   SE   B




Lower Cape Fear HR Association           0101      North Carolina   SE   B




NC Coastal SHRM                          0551      North Carolina   SE   B




Gaston HR                                0718      North Carolina   SE   B
                                         0627
Alamance County Human Resources Association        North Carolina   SE   B




Triangle SHRM                            0076      North Carolina   SE   B




                                       0132
Raleigh Wake Human Resource Management Association North Carolina   SE   B




Greenville SHRM                          0049      South Carolina   SE   B
                                        0097
TriCounty Human Resources Managment Association   South Carolina   SE   B




Middle Tennessee SHRM                   0083      Tennessee        SE   B




Winchester Area SHRM                    0446      Virginia         SE   B
                                             Management
Northern Virginia Society for Human Recource0324     Virginia   SE   B




ACHRA                                      0024      Virginia   SE   B




Dulles SHRM                                0466      Virginia   SE   B
Shenadoah Valley SHRM     0126   Virginia        SE   B




Tri State SHRM            0420   West Virginia   SE   B




Charleston SHRM Chapter   0323   West Virginia   SE   B




Staleline SHRM            0532   Illinois        NC   A
SMA of Greater Chicago                  3002   Illinois   NC   A




Rockford Area SHRM                      0182   Illinois   NC   A




HRA of Greater Oak Brook                0212   Illinois   NC   A




Central Illinois Human Resouces Group   0246   Illinois   NC   A
Heart of Illinois HR Council             0326      Illinois    NC   A




Illinois Fox Valley SHRM                 0699      Illinois    NC   A




Michiana SHRM                            0016      Indiana     NC   A



                                           704      Michigan
Northern Michigan Society for Human Resource Management        NC   A




Kalamazoo HR Mgmt Assn                   0116      Michigan    NC   A
LASHRM                                     0391    Ohio   NC   A




                                       0171       Ohio
Muskingum Valley Human Resource Management Association    NC   A




                                            0008
Greater Cincinnati Human Resources Association     Ohio   NC   A




Western Reserve Chapter                    0545    Ohio   NC   A
Northland Human Resources Association   0471    Minnesota      NC   B




West Central MN SHRM                    0688    Minnesota      NC   B




Fargo Moorhead Human Resource Association0259   North Dakota   NC   B




BH Society for Human Resource Managment 0336    South Dakota   NC   B
Greater Madison Area SHRM                 0053      Wisconsin    NC   B




Fox Valley SHRM                           0078      Wisconsin    NC   B




                                           0288
La Crosse Area Society for Human Resource Management Wisconsin   NC   B




Blackhawk Human Resources Association     0071      Wisconsin    NC   B
Central Arkansas                        0090      Arkansas    SWC   A




HRMA of the Greater New Orleans Area    0063      Louisiana   SWC   A




                                       0137
San Antonio Human Resource Management Association Texas       SWC   A




Big Country SHRM                        0333      Texas       SWC   A
                                        0577      Texas
Williamson County Human Resource Management Association     SWC   A




DFW SMA                                  3003     Texas     SWC   A




Prescott Area Human Resources Association 0642    Arizona   SWC   B
Colorado Human Resource Association   0040   Colorado   SWC   B




Wichita                               0036   Kansas     SWC   B




SHRM of Johnson County                0515   Kansas     SWC   B
HRMA NM                                    0066    New Mexico   SWC   B




Anchorage                                  0200    Alaska       PW    A




Sierra HR Association                      0640    California   PW    A




CCHRA                                      0393    California   PW    A




Imperial Valley Human Resources Association 0721   California   PW    A
Southeast Idaho                          0110   Idaho        PW   B




Helena SHRM                              0286   Montana      PW   B




Portland HR Management Association       0136   Oregon       PW   B




Adams Grant Human Resource Association   0169   Washington   PW   B
2.1e We conducted a Workforce Readiness initiative. The description follows.

Our workforce readiness committee worked with both NH and MA unemeployment boards to deliver
training sessions in the areas of interview skills (mock interviews one-on -one), resumes critique and
preparation, skill assessment, preparedness and apperance and verbal skill assessment. A quarterly
"Workforce Readiness" newsletter was created and has been distributed to the chapter members and
put on the Website. Individua GMVHRA members have participated in interviews/critiques with job
seekers at their place of business.


CHRA's Workforce Readiness Committee coordinated an event that was held on September 20, 2011
called "The Well-Seasoned Workforce: Creating A Recipe for Success". The event centered around
managing an aging workforce. SHRM employee Lee Webster was one of the speakers and attendees
were exposed to AARP's workforce assessment tool. The committee's initiative this year has centered
around the aging workforce. The committee also had a table at a fair held by the Baltimore County
Department of Aging that was held in early October. In addition, articles promoted these events as
well as the significance of looking at this segment of the workforce for talent needs.

1) Entered into a partnership agreement with Frederick County Public Schools (FCPS) to encourage
and facilitate high school student internships with area employers 2) Conducted a series of
workshops on basic employment issues for at-risk youth attending a day-long workshop hosted by
Frederick County Workforce Services. We were nominated for the 2011 Pinnacle Award for this
effort. 3) Continued to develop a scholarship program for FCSHRM members who are pursuing HRCI
certification as PHR/SPRH/GPHR

We had a speaker, Jack Moran come to our chapter meeting & speak on "Reintegrating Employees
from Active Military Duty". He also explained how our companies that we work for could get a
Statement of Support for the Guard & Reserve. We also worked Hand in Hand with Kaplan
University in an attempt to assist their newly graduated students with employment opportunities. We
attended Job Fairs & Mock Interviews at the school.
Goal to: Establish and strengthen relationships between business and community organizations such
as the Carroll County Economic Development Business and Employment Resource Center (BERC),
DLLR Veterans Office. Completed. We partnered with BERC to complement and support the
workforce readiness efforts in the community. Members of the Workforce Readiness committee
assisted with BERC’s annual Job Fair and successfully jointly planned and presented a seminar on
Using Social Media in Human Resources Recruitment (approved for 1 HRCI credit). Ms. Becki Maurio,
Director of Adult Education Programs from Carroll Community College, also spoke about continuing
education and training opportunities available at the college or designing courses for staff at the work
site. Participants also toured the facility in hopes of changing old perceptions; specifically that the
only people assisted by this resource center are people who are perceived as poor potential
employees…poor in the sense of lack of work ethics and professional behaviors. Engage our
members: Completed. Committee members invited non-HR professionals and HR professionals to
attend monthly meetings. Participate in SHRM’s related webinars and conference calls. Completed.
Committee members and/or CLA Director attended on: 1/27 – Webinar, 3/17 - Conference Call, 5/11
We co-sponsored a Technology Job Fair with the Maryland Workforce Exchange. The job fair was
attended by over 200 attendees and we had over 10 local technology employers represented. We
had great success in helping several attendees find their new job. We also recruited 3 new HR
professionals that joined our chapter.

Tri-State HRMA, in partnership with Rutgers University, School of Business-Camden, is co-sponsoring a
Regional Talent Pool Skills Assessment Survey. One of the goals was to have an impact on the
direction of education, to help assure that future applicants are better prepared for projected
openings, and make a difference. The insight of the Chapter paricipants who participated will provide
valuable information about the skills gaps in the current talent pool and identify areas where schools
and colleges can have an impact in graduating students better able to meet those needs. It could also
be used to direct grants for those who are unemployed and seeking re-training. These are just a
couple of the possible uses for this information.
Launching with base line government statistics, this two-year initiative provides solutions addressing
two critical economic-related issues: 1) stabilizing small to mid size business in the Morris County area
affected by economic hardships; and 2) reducing the unemployment and suicide rates among
returning military and their families. We partnered with: NJ Small Business Development Center NW
Jersey, Parsippany Area Chamber of Commerce, United Way of Northern NJ, DOL Veterans One-Stop
Centers, NJ Employer Support of the Guard & Reserve, and NJ DOL Veterans Employment & Training.
Through these marketing and delivery alliances, a formal Certificate Program consisting of multiple
workshops for employers and job seekers will be delivered throughout 2012. The Employer Program
addresses a variety of effective business management topics along with: tax incentives and credits for
hiring military talent; understanding USERA; outreach; interviewing; training and design of military
community outreach and integration programs. Job seekers become skilled in: career choices using
military acquired skills; job search methods and interview skills; understanding the civilian work
environment; and their legal rights. A Job Fair in April, 2012 brings both sides of the interview desk
together. Volunteers may enroll to coach returning military through Tip of the Arrow Foundation’s


Our Pinnacle Award winning Workforce Readiness project continued in 2011 with Shikellemy High
School in Sunbury Pa. where 156 graduating seniors participated in meeting their graduation
requirements of creating a resume, applying for a mock job, experiencing the interview process and
receiving feedback from local HR professional from the Chapter. In May of 2011, the Chapter added
another Workforce Readiness project working in conjunction with the Education Department staff at
the Allenwood Federal Corrections Complex. Chapter volunteers participated at the Federal
Correctional Complex in a Mock Job Fair. Each Chapter volunteer conducted approximately seven job
mock interviews with inmates who were preparing for release from the institution.
GVFHRA supported the “Jump Start Your Job Search” events held at Villanova University. These are
full day of job search seminars. Conducted by chapter members in October and April, these free event
allowed attendees to participate in drawings for career books and gift cards to local stores! Funds
raised from Jump Start have been reinvested in our membership to help them maintain their
professional development by raffling off a free seminar each month. . GVFHRA members
volunteered for the Opportunity Knocks and Hire One support for those in transition. Donation
drives for Toys for Tots and Wings for Success were held. Free Job Club meetings are conducted bi-
monthly helping those in the community learn how to approach finding a job. Monthly transition
meetings are held, combining networking, job leads and subject matter experts. The word is
spreading! Each month about 15-20 members attend. It is a great opportunity to meet and learn from
the guest speakers, and network in the process. One of the most popular session’s was held this
year when Amy Dinning presented on “Crafting Your Value Proposition” and conducted a mini
workshop to help the group devise his/her own value statement.
In 2011, the Lehigh Valley Chapter partnered with the Lehigh Valley Workforce Investment Board
through Industry Partnerships Initiatives. Industry Partnerships are workforce-based, employer
consortiums throughout Pennsylvania that bring together companies in the same industry cluster to
address common workforce needs and provide incumbent worker training resources. The work of
these consortia leads to increased productivity, improved human resource practices, innovation and
competitiveness for employers in targeted sectors. Since 2005, the Lehigh Valley Workforce
Investment Board, Inc. (LVWIB) has received over $5 million in IP Worker Training funds from the PA
Department of Labor and Industry for targeted industry clusters of Diversified Manufacturing,
Healthcare, Energy, Logistics and Transportation, Food and Beverage, and Financial Services, involving
over 300 companies and providing training resources to over 9,500 workers. The SHRM/Lehigh Valley
Chapter has been involved in the LVWIB’s Industry Partnerships with a representative of the Chapter
participating in bi-monthly meetings. For the 2011-2012 fiscal year, LVWIB received IP funding for
Healthcare and Diversified Manufacturing employers and SHRM/Lehigh Valley remains an active
member of these consortia. The LVWIB Assistant Director, who manages the Lehigh Valley IPs, also

We conducted a recognition and awards luncheon for students from the Indiana County Technology
Center. Our chapter worked in conjunction with A.B.E.L., or Alliance for Business and Education
Leadership, an organization that has won state-wide recognition. Our chapter participated in the
annual student mentoring program, where students shadow someone in their chosen field of study,
giving them the opportunity to see a "day in the life of" an accountant, a graphic designer, a human
resources professional, etc. In addition the chapter presented a $250 scholarship to one deserving
student. Students had to submit an application and our Board reviewed all submissions to select a
winner. At the awards luncheon we first recognized students who participated in the mentoring
program, along with their mentor, and had the students say a few words about their experience. We
also invited parents to the luncheon. The scholarship winner was then announced. The event
culminated with a presentation on "Best Places to Work in PA", presented by one of our member
companies, a multi year winner of the award. The speaker addressed many of her her comments to
the students, educating them on the kinds of opportunities and benefits that are available in our area.
On May 6, 2011 members of SEPA SHRM volunteered at the annual EmployAbility Expo at the Bucks
County Intermediate Unit #22 in Doylestown. The EmployAbility Expo is an annual event that provides
students with disabilities opportunities to demonstrate and gain useful information for their careers.
The highlight of the event is the mock interview process: an opportunity for each student to
experience several abbreviated formal interviews with Human Resource personnel, or a person that is
responsible for the hiring in a particular business. Approximately 100 high school juniors and seniors
from throughout Bucks County attended the Expo and participated in these career-cluster interviews
with community business professionals.During the event, each interviewer sees approximately 15
students, provides each with immediate feedback relating to their interview, both verbally and in
writing. Students are expected to emulate business protocol, follow a schedule, navigate, share, and
receive information regarding their personal needs and receive a grade based on their level of
preparation and follow-through. Often, this is the students’ first opportunity to demonstrate
understanding of the real world of work and the processes for establishing a career. In 2011, 13 SEPA
SHRM Chapter members donated their time for the Expo.

The Workforce Development arm of the chapter served as a resource to local agencies, churches, and
groups in providing professional HR services/knowledge for area events. For example, BSHRM
partnered with the Junior League of Birmingham in providing HR professionals to serve as job
interviewers in their Employment Readiness series at a local women’s shelter. BSHRM also partnered
with the Birmingham Urban League to host job skills classes on a monthly basis. BSHRM provided the
curriculum (resume writing, mock interviewing, interview etiquette/style and appearance, etc) and
taught the sessions. The Urban League provided the people in need of these services. This
partnership was a result of a national grant provided to the Urban League of Birmingham by their
national governing body.


On August 11, 2011 THRP held their Leadership Workshop, "Leadership Through Uncertain Times" in
cooperation with Shelton State. There were three tracks: Front line supervisor, HR professional and
small business owner. 88 people were in attendance for the workshop with a majority of the
attendees being front line supervisors. This year a new track was introduced to appeal to the small
business owner that is handling HR for their organization. Some of the sessions included:
Employment discrimination, handling disaster, small business owner panel, communication skills for
leaders, immigration bill, Ethics, strategic planning and enhancing supervisory skills. This conference
has been held for many years and is an important tools to develop the workforce in Tuscaloosa. A
local manufacturer, Phifer Inc., has sent their Future Supervisor In Training program attendees for the
last three years to this workshop to add important leadership skills to their toolbox. THRP members
rely on this workshop to enhance their internal supervisory training.

HR Martin County and the Martin County School District conducted the 10th annual "Steps to
Success" program on April 15, 2011. This is an action-packed day of workshops, speakers and real-
world, career development activities for more than 100 Career Technical students, ages 15 through
18. "Paving the Road to Success" is the theme of this year's event. The workshops, presented in a
professional conference-like setting, provide a format for students to learn from professional business
leaders from the area. The day's events complement the students' career education and provide
them with demonstrations to foster workforce readiness. The workshop topics are to help prepare
high school students develop a long term career strategy and to put their best foot forward when
they enter the job market.
On September 27, CFHRA held its First Workforce Connections Summit. The event was a complete
success, with the participation of approximately 100 attendees, keynote speeches from Dr. Lewis
Duncan, President of Rollins College, and Teresa Jacobs, Mayor of Orange County. It also included
interesting panels by educational institutions, employers and a case study on a community
organization. This SHRM Core Leadership Area (CLA) is critical to our nation’s growth and the
wellbeing of our fellow citizens. When regional HR organizations get engaged in the community, good
things happen. Imagine having a community discussion on how to develop labor force skills to make
them more employable without the participation of your SHRM chapter. Our event helped us
address these issues in a proactive, positive manner. Let’s look at what we accomplished: a) We
created an event where employers, educators, government and community organizations discussed
critical workforce issues; b) the magnitude and relevance of the speakers gave standing and credence
to the CFHRA in the eyes of other community stakeholders; c) our members got a chance to be
exposed to strategic (big picture) discussions; d) we created an event with enormous fundraising
potential; and, e) we took our seat at the table!


In the Spring of 2011, we were approached by a representative at a local high school with a need they
had. The school has a special Prep Acadamy where teach business, computer, auto mechanics, etc.
type courses to prepare students, who may not go to college, for "real world" careers. As part of
their curriculum, they liketo supplement their teaching with speakers from the business community.
However, they were having a problem in finding speakers. We worked with the school to determine
the type of speakers they were looking for. We then used our chapter members to solicite their
leadership teams at their respective companies to give provide their biographical information on a
Speaker Resource form. We were able to get over 30 people with a number of different
specializations (HR,Banking/Finance, Marketing, Sales, Management, etc)to agree to become
speakers if needed. We organized the Speaker's info into a book. This was so popular that in the end
we distributed the books to over six of the areas high schools and Technical College.
In 2011, our Chapter formed a community wide Workforce Advisory Board in response to information
contained in a Regional workforce study. Representatives from area businesses attended a series of
meetings to better understand skill gaps and training programs that currently exist. Additionally, the
study highlighted skills in demand and potential labor shortages over the next 10 years. SHRM’s
Workforce Chair took an active leadership role by coordinating the meetings.        The Advisory
Board established an action plan which included developing an area workforce website, hosting
information sessions with local educational institutions, and learning more about youth
apprenticeship programs. Many of the action items identified by the Advisory Board have been
completed or are underway. The Chapter also assisted in helping two local high schools recertify
their business curriculum in 2011. Five local members assisted with the recertification, two of which
were from our Student Chapter.        In addition, three of our local members volunteered to assist
with the GDAC program (Giving the Deserving Another Chance). As part of the advisory council for
GDAC, members help non-violent felons with interviewing skills and provide general program advice.
In an effort to “give back” to our surrounding community, the CSRA SHRM partnered with the
Interfaith Hospitality Network of Augusta. The Interfaith Hospitality Network of Augusta (IHNA) is a
non-profit organization whose mission is to assist homeless families in finding temporary shelter, and
provide them with the life skills, support and opportunity to resume independent, self-sufficient lives.
All applicants to the program must be families consisting of at least 1 parent and any children (not
single adults). Most of the time, these parents are unemployed (75% of the time that led to
becoming homeless). Families are housed in member churches until IHNA is able to place them in
transitional or permanent housing. In partnering with IHNA, chapter members met with participants
one Saturday per month, over a 10-month period. We conducted mock interviews, provided job
coaching and assisted in resume writing. During several CSRA SHRM Chapter meetings, we collected
donations of business clothing from the membership. This resulted in a clothing donation valued at
over $6,000 to IHNA for distribution to program participants. This opportunity allowed us to
contribute to the CSRA and to utilize the skills, experience and expertise of our membership in
executing this initiative.

Vicki Warren our Chapter Workforce Readiness Chair headed up this initiative. Our Chapter
participated as volunteers for the Business and Computer Science Industry Certification at several
High Schools in our area and across the State. The Industry Certification is a project of the Georgia
State SHRM Council that sends a team of volunteers to the school to evaluate the school projects and
curriculum to certify them through the State Department of Education. Our chapter has also worked
closely with Northwest Georgia Technical College to promote Georgia Work Ready, an initiative of the
Governor. Whitfield County and Gordon County, part of our chapter region, were both certified as
Work Ready Communities in 2011.
CAHRA established a relationship with Dress for Success of Jackson, Mississippi. The purpose was to
assist participants of Dress for Success better prepare for an interview and employment. CAHRA's
relationship with Dress for Success evolved into the chapter accepting the opportunity to conduct
multiple dates of individual and group mock interviews of Dress for Success' participants, funded by a
Wal-Mart Going Places Network grant. In addition to the initiative resulting in the Chapter conducting
mock interviews, the chapter prepared a two-part document consisting of a checklist/guideline/tips
for 1)Dress for Success of Jackson as an organization and 2) Dress for Success of Jackson's
participants. In regards to results that were beneficial to Dress for Success' participants: 1) The top
three mock interviewees received $25 gift cards, 2)Sam's (a supporter of the Going Places Network
grant) made a job offer to a participant; and 3) Some participants had follow-up interviews. The
benefits to the Chapter included: 1) Information and observations of the benefits to Dress for Success
participants; 2)Exposure and experience with non-traditional interviewees; 3) Involvement and a
sense of pride about serving in the Community; and 4)an established relationship with Dress for
We decided to purposely provide several workshops and include in our educational efforts, matters
that pertain to needed overall business acumen in people management and admin. Thus we focused
on the inclusion of other professionals that need to provide business results, whether or not they
were part of the HR community or starting or growing and existing business in management. Thus we
developed a “pilot “program for Saturday workshops addressing basic topics. In acknowledgement
that regardless of the role all professionals need to supervise and influence one another a Supervisor
Cert.program was developed. This was so well accepted that a second 5 day session had to be
offered. The program was designed to enable participants roundup their HR know how in their first
experience as supervisors or managers, but also in how to support and coach others, to do their job
well from the very beginning. A total of 83 participants completed the sessions. A Compensation
certification program was introduced. For the second year, a comprehensive compensation and HR
trend survey was conducted in partnership with AON/Hewitt Consulting. A re-launch of the HR
Metrics projects was initiated to warrant that 2012 can revamp this effort in full force.

The HRA-NCA Job seekers Group (JSA) meets twice a month to educate those in transition. During the
meeting, participants learn networking and job search strategies. Meeting attendance has increased
steadily due to the economy. Each participant receives feedback on their resume and networking
skills. Participants are also encouraged to attend HRA-NCA networking events to practice the skills
they learned in meetings. The ultimate goal of the group is to answer questions participants may
have concerning their specific job search endeavors. Participants also receive tips such as how to
apply for federal jobs, volunteering, how to respond to tricky interview questions, how to effectively
use search engines and how to be organized throughout their job hunt. The group’s goal is to foster a
positive self-image during the transitional phase to increase each participant’s chance for success.
JSG also offers HRA-NCA membership so the participants can take advantage of job postings and
resume boards on the HRA-NCA website. The meetings are open to both members and non-
members.
CKSHRM partners with the local Consortium on Workforce Development/Readiness in hosting a
Teacher's Academy in June. This partnership extends to the local educational facilities and the state.
CKSHRM hosted lunch in 2011. This event is geared toward educating teachers on the local workforce
skills, needs and issues.
Yes! Our chapter partnered with Murray State University in our first ever JOB SHADOW DAY program
where we allowed college students who are intersted in a career in HR to shadow an HR professional.
It was very successful and we landed a few student memberships that way as well! We plan to
conduct a job shadow day again in 2012 because it was recevied so well from everyone; students and
HR professionals.
The Workforce Readiness Committee participated in a panel at Webster University giving students an
overview of what employers want in the employment process. This event chartered a panel
discussion; it was attended by 60 people. The Workforce Readiness Committee has collaborated on
several events with ITT, a technical school. The career event had net of 400 people that were mock
interviewed in their TB322 Professional Development class. Successful outreach to local schools and
colleges garnered volunteer mock interview facilitation from 100 other professionals. The
organizations supported were: Sullivan University, Pleasure Ridge Park High School, and Louisville
Free Public Library. Successful outreach to the University of Louisville occurred in 2011. The
Director of Workforce Readiness presented Theft and Loss Prevention. This engagement created
awareness of career opportunities in Safety and Law Enforcement along with Human Resources. Our
Workforce Readiness Director facilitated a lecture on College Degrees and Workplace Ethics for the
local Hispanic Achievers organization. This successful collaboration with both the Hispanic and Black
Achievers should result in them participating in a 2012 LSHRM Chapter meeting as a guest non-profit

In August 2011, we established a program to assist residents at a newly established Women’s Safe
House. Our objective is to assist these individuals with the essential tools and skills needed to help
them obtain/maintain jobs. Discussion Opportunities included Dress for Success, Resume Writing,
Mock Interviews, Job Preparedness Checklist, and many more. We hope getting this established will
benefit residents for many years to come. In December 2011, a community employer group
announced their decision to close their facility affecting 120 employees. Our chapter members
extended our expertise to these individuals assisting in preparing their resumes and helping them to
stand out in the applicant crowd. We assisted approximately 5 individuals and hope to assist more as
the plant nears their closure date.

NKY SHRM Workforce Readiness partnered with Campbell County Schools (CCS) for the inaugural
Middle School Panelist (MSP) Program. The goal of this program is to create awareness at the
middle school level on career opportunities, skills needed by employers, companies in our region and
how to prepare for success in high school and beyond. Four HR professionals from NKYSHRM
volunteered their time to talk with 8th graders about their business profiles, most highly desired
positions within their fields and the educational path required for candidacy. Two back to back
sessions for eighth grade classes were held on October 5th and 18th each session was approximately
50 minutes long. Industry volunteers highlight the areas of Manufacturing, Distribution, Legal,
Healthcare and the Technical fields. CCS highlighted the event through a local newspaper and their
Facebook page. Due to the success of the program, news reports and word of mouth, a local private
school has requested NKY SHRM to hold the program at their school and NKY SHRM has been invited
back to Campbell County Schools for the 2012/2013 school year.

Education Matters is a partnership between Business, Government, and Education working together
to increase the value of education and educational attainment in Catawba County. In the Fall of 2011,
members of CVSHRM parnered with Education Matters and conducted special interviewing skills to
over 150 high school seniors. The goal was to ready the seniors for the workforce and to give them
some practical tips on interviewing, etiquette, professionl dress and job searches.
WSSHRM executed on an initiative that aligns with the SHRM vision “To be a globally recognized
authority whose voice is heard on the most pressing people management issues of the day - now and
in the future.” We successfully selected to partner with the eLink Program sponsored by Goodwill
Industries of Northwest North Carolina whose focus is to provide assistance to youth age 16-21,
working with these individuals to overcome barriers and obstacles which prevent them from being
successful in the workforce. The program provides year-round educational and job readiness and
placement for disadvantaged youth aged 16-21. WSSHRM used HR expertise of seasoned HR
professionals and our Student Chapter members to provide thought leadership/education to an
initiative which focuses on our most valuable commodity – our youth. Through a collaborative and
engaged partnership with the eLink program we helped ensure that tomorrow’s workforce has the
skills, competencies and behaviors to succeed in the present and future workplace. 2) Prepared
rolling PowerPoint on Job Search Tactics for our community Employment and Education Job Fair 3)
Developed Business Card to explain benefits and invite aspiring HR professionals to join SHRM.
4)Developed a job search tip sheet for career fair participants.
Military veterans had the chance to meet with various service providers and employer
representatives at two events in November that were sponsored by Lower Cape Fear Human
Resources Association (LCFHRA) in conjunction with the New Hanover County ESC/JobLink. On
Saturday, November 5th, veterans were welcomed to a Resource Expo at Cape Fear Community
College - North Campus, and had the opportunity to meet with experts in various service areas such
as veterans’ housing, education benefits, compensation and medical benefits, and personal finance. In
addition, there were workshops and panel presentations on topics such as post-traumatic stress
disorder (PTSD), small business opportunities, strategies for re-entering the workforce, and
apprenticeships. Also available were one-on-one consultations in the areas of career coaching,
resume review, and practice interviewing in preparation for the November 10th job fair. On
Thursday, November 10th, veterans were welcomed to VFW Manley Reese Post 2573 and had the
opportunity to meet with various employers who were actively hiring. Companies included New
Hanover Regional Medical Center, PPD, Waste Industries, The Industrial Contractor (TIC), and Murphy-
Brown. These events were held in recognition of Hire a Vet Week. Both events were well-attended


The NC Coastal SHRM partnered with the Eastern North Carolina ASTD for a 2 part program this year
on workforce development, specifically on ROI and Increasing Employee Retention. This session
provided tools to maximize investment in new hires as well as the incumbent workforce. The tools are
nationally accredited and legally defensible in court and help to increase retention and assist with
progression planning. We focused on the partnership formed in Beaufort County between the Region
Q Workforce Development Board and the local JobLink Career Center and Community College to
meet the need of the county’s largest employer, Potash Corporation. The second part of our program
included an onsite tour and question/answer session with Potash since they were using many of the
tools available through the workforce development board and joblink. We felt this was a great way to
tie in the initiatives available to our employers with employers who have put them into practice
sucessfully. This has also continued to strengthen our partnership with the Eastern NC ASTD which is
an ongoing goal for our chapter.
We partnered with Dress for Success and had a speaker during one of our meetings. This partnership
will continue through 2012 as we will be doing an accessory drive and will be visiting their location in
Charlotte. Our director was in attendance for several of the state web casts for Workforce Readiness
as well. We also presented a program with ESGR to help returning veterans secure jobs. This
initative will also continue through 2012.
The Alamance County Human Resources Association hosted and sponsored several workforce
readiness initiatives throughout our community. We solicited volunteers for Junior Achievement for
local classrooms within our County. We had chapter members volunteer through Junior Achievement
and successfully completed their obligation. In June, our Chapter partnered with a local group of
career seekers to help them host a Professionals on Display event. Our Association helped them by
advertising for this event and staffing the registration table at this event. The event allowed members
of this career group (job seekers) to do a reverse job fair. Our Association joined in partnership with
a local not-for-profit, Alamance Citizens for Education, in November and helped to plan and present
our County’s Education Summit 2011. We had more than 100 community members attend
presentations from North Carolina’s Teacher of the Year, President of Alamance Community College
and Dr. June Atkinson NC’s State Superintendant. Presentation topics were on educating our county’s
future workforce in these turbulent times. In December, We hosted an event at our local Employment
Security Commission/Job Link office. ACHRA members came and were available to our local
community citizens to review resumes, offer advice on job search techniques, interview techniques
April 5, 2011, TSHRM in cooperation with our sister chapter, Raleigh Wake hosted HR on Call. Our 3rd
annual event is a televised phone bank where HR professionals answer calls from the community
about employment (resume writing, job placement resources, unemployment etc). 85 chapter
volunteers worked on the project. Nearly 600 callers where helped during the course of the
afternoon long event.

Started new partnership with Raleigh Colleges and Community Collaborative. Chair was a Committee
Chair in RCCC as a steering team member and on a sub-committee – “Work-Based Learning” to
facilitate the structure and implementation of the Raleigh Promise. RWHRMA signed MOU to support
this initiative by providing paid internships, work opportunities, etc. October 20, 2011 - Chair
attended the “Raleigh Promise Kickoff Event” at the Junior League of Raleigh’s Center for Community
Leadership. This initiative supported through a MOU with RWHRMA, RCCC, and other partners is a
social compact between the Raleigh community and the youth of Raleigh. It is a promise we make to
do everything possible to help low-income youth in the City of Raleigh achieve a postsecondary
credential and living-wage employment. The Raleigh Promise is a Bill and Melinda Gates foundation
partnership for post secondary success. April 17, 2011 – Recruited 30 member volunteers to serve
on various teams at XTreme Beginnings August 30, 2011 - Recruited 25 member volunteers to service
at WRAL’s JobLink Expo at the McKimmon Center at both the “Ask HR” and “Resume Assistance”
tables.
GSHRM's 2011 Workforce Readiness Committee (WRC) initiative was to deliver Train-the-Trainer
seminars to GSHRM members who would then train other employees and volunteers in existing
public, community-based, and faith-based organizations to deliver GSHRM-established seminars
directly to their customer base. Additionally, the WRC initiative included assessing the needs of said
organizations, establishing logistics assistance, and delivering the training in accordance with an
established calendar in addition to an annual review/update of existing seminar materials to keep
them current. In doing so, we: Facilitated 6 public job search workshops for OneStop, facilitated 30
Preferred Employee Training (PET) workshops with 10 GSHRM facilitators, reviewed and endorsed
Greenville Work's Workforce Readiness Competency Guide, planned, organized, and began the
comprehensive Train the Trainer workshops including finalization of the comprehensive timeline,
invitation/application to 20 agencies (8 responded sending 30+ case managers/ representatives),
successfully surveyed agencies' needs and solicited facilitators, developed agendas, and secured
meeting venues. Our 2010 Pinnacle Award-winning WRC continues to make a significant contribution
to our community. The WRC workshop announcements were published in the GSA Business Magazine
Our Workforce Readiness representative as well as our chapter president worked with The Education
Foundation of the Charleston Metro Chamber of Commerce to sponsor the 17th annual Business
Education Summit where local businesses meet with leaders in education to find ways where we can
help each other in creating tomorrow's leaders and tomorrow's workforce. Over 300 people
attended this half-day event and a lot was learned by both sides - business and education. In
addition, our chapter helped promote the state education initiative, Connect to Business, where
businesses can sign up to partipate in open houses for students or teachers, provide speakers in
schools, or take in interns for positions. We also encouraged and gave our membership contacts
regarding participating in mock career fairs and mock interviews for high school students, and
participating in the Education Foundation's Principal for the Day program.

This year, MT|SHRM revised its volunteer program with Safe Haven Family Shelter. Safe Haven is the
only homeless shelter in the Nashville area that keeps family units together while in the shelter. As
part of the Safe Haven program, all residents are required to be actively working or actively seeking
employment. MT|SHRM partners with Safe Haven to provide workforce readiness training to assist
residents in obtaining employment. MT|SHRM has been partnering with Safe Haven since 2007, and
realized that the program needed to be refreshed. Under the prior program, volunteers would visit
the shelter bi-weekly to work one on one with residents to assist in resume writing, interview prep,
etc. As part of the new program, MT|SHRM developed 5 workshops for residents including: New
Resident Orientation, Career Advancement & Education, Online Job Search, Resume Writing &
Interview Preparation and Tennessee Career Center and Your Job Search. Each week a different
program in presented to residents. 25 members were trained this year to present these workshops. In
addition to the workshop presenter, there is an additional volunteer available each week to assist
residents with any specific job search needs they may have in addition to the workshop topic.


Our meeting on November 16, 2011 was titled "Preparing the Labor Force of Tomorrow" Four
person panel including: Jerry Putt - Assistant Principal - Handley High School Estelle Sanzenbacher -
Career Coach - Handley High School Jerry Foster - Technical Education Department Windy Glahn -
Industrial Cooperative Training Coordinator     Moderated by: Ken Jones - Executive Business
Coordinator Winchester/Frederick County Economic Development Commission This meeting
allowed the HR Professionals to share the feedback that they are seeing from new graduates as they
hire them into their companies and allowed the panel to share some of the challenges encountered
from the lack of partnership with local business and industry in the classroom. As a result of this
meeting a focus group was created to continue the momentum and create additional ways the HR
Community can assist the education system in the area as they prepare students for their futures.
The NOVA SRHM Members in Transition (MIT) Program was launched in May, 2011 The Program is a
partnership between the NOVA SHRM Chapter and the Alexandria Office of the Virginia Employment
Commission (VEC). The MIT Program was created to help NOVA SHRM Members in transition find
employment and reenter the workforce by focusing on skills, support, positive energy and action. The
MIT Program currently provides: Monthly targeted skills workshops, NOVA SHRM/VEC collaboratively
scheduled workshop topics/speakers (based on periodic member surveys) every 2nd Wednesday
from 3-5 PM at the Alexandria VEC offices, one on one job coaching, re-employment specialists to
work with members to create a personal marketing plan, access to job seeker seminars and free or
reduced-fee services at VEC and partner speakers, access to state and federal-funded training
programs, no cost NOVA SHRM Membership and meeting attendance at NOVA SHRM events, Email
ListServ (new email novashrm.mit@gmail.com), and LinkedIn Group (sub-group under our group).
The MIT Program is very timely initiative, given the tough economic conditions and high
unemployment rates, and the program has already proven useful in that our members have
effectively used, the information and training they received to find new jobs.
ACHRA’s workforce demand committee focused efforts on forging and establishing relationships with
several community outreach opportunities in order to best support the community at large,
specifically in the areas of job search, retention and career development. We partnered with the VA
Workforce Center prior to Spring and Fall community job fairs by offering one-to-one coaching on job
skills to its clients. Those individuals who participated received valuable information as they prepared
for their job search. In addition, we built relationships with various project teams in the community
who are charged with ex-offender re-entry. We participated in the community wide re-entry summit
and identified community resources to help with re-entry into education and employment. We also
partnered with OAR (Offender Aid and Restoration) counselors to strategize providing employment
and education access for ex-offenders as well as spent time speaking with a group of ex-offenders at
the VA Employment Commission office. Lastly, ACHRA’s workforce demand committee spent the
year researching and connecting on how we can be of service to our soldiers as they begin their re-
entry into the workforce. We strengthened our relationship as with local and community
organizations resulting in additional workforce readiness services for those in need.

Reston Interfaith workshop: On April 4, 2011, Dulles SHRM conducted an Employment Workshop
with Reston Interfaith, at the Washington Plaza Baptist Church. Five of our chapter members
participated in this workshop to help those in the community prepare for the workforce. The schedule
for the workshop was as follows: 10:00 – 10:35 AM: –Group 1: Resume Review -Group 2:
Interview Skills -Group 3: Excel at your New Job 10:40 – 11:15 AM: -Group 2: Resume Review -
Group 3: Interview Skills -Group 1: Excel at your New Job 11:20 – 12:00 PM: -Group 3: Resume
Review -Group 1: Interview Skills -Group 2: Excel at your New Job After the workshop, we had
continual follow-up with Reston Interfaith to further assist attendees in their job search. We heard
from several attendees that they were successful in obtaining jobs. Feedback on the workshop was
very positive. We look to continue our efforts with Reston Interfaith.
2011 afforded a new start for the Workforce Readiness Committee with a new chair. Progress was
made in partnering with a local high school that offers an Industrial Cooperative Training curriculum
and Skills USA Club. The SVSHRM Workforce Readiness Chair is working with the high school principal
and ICT Teacher in offering speakers from our chapter to talk to the students on topics that are part
of the actual curriculum including Diversity Awareness, How to be a Creative and Resourceful
Employee, and Healthy Behaviors/Safety Skills. We hope to branch out by offering mock interviews
with the students and our members, as well as a roundtable discussion on what employers seek in job
candidates, either this academic year or next. Our chapter hopes to use this as a pilot program to
jump start partnering with another local high school that offers the ICT/Skills USA curriculum/club
next academic year, and follow with offering our services to local schools that do not have these
programs.

Tri-State SHRM supported the ESGR Yellow Ribbon Resume Review. Additionally, our Workforce
Readiness Chair, Erin Adkins, attended Camp FUNdamentals on August 4, 2011, in Cross Lanes at
Camp Virgil Tate. The camp is designed for young adults with behavioral disabilities such as ADHD or
Asperger’s, to learn job preparation skills. During this workshop area business/HR leaders participated
in a “Speed Interview” process where they met with each student for 5 min and asked them
traditional interviewing questions about their career choices and experiences related to those
choices. At the end of the exercise, each employer spoke about what they look for in a candidate &
was able to provide feedback to the participants about what they noticed during the interview
session. The campers had questions for the employers and really interacted well with each employer
representative. Overall, this was a very rewarding experience. Currently, this is only offered in the
Charleston, WV area but is an annual program. From her personal experience, Erin stated it is a
workshop that she found held great value and purpose.

WV SHRM and ESGR Yellow Ribbon Resume Review One of the best holiday gifts you can give is
helping a soldier and his/her spouse find employment! Over 99 soldiers who returned home in
recent months from Iraq and Afghanistan are still without employment. On Saturday, December 3,
2011, the WV ESGR held a Yellow Ribbon event at the Charleston Civic Center to help soldiers
transition back into civilian life. During the vendor fair at the Yellow Ribbon event, five (5) members of
the Charleston Chapter assisted in staffing the WV SHRM State Council booth where soldiers and their
family members could have had their resumes reviewed by HR Professionals to help them make their
resumes more attractive to prospective employers.

Statleine SHRM is committed to serve the communities in which we live and work so that we can
enable our members to give back their knowledge to those seeking to find work or retraining
opportunities. Various memeber have been able to serve their communities in resume reviews,
interview techniques and building a partnership with state agencies in online databases to assist job
searches. Stateline also partnered with Workplace Skills focusing on work readiness skills for the
youth of our area. Youths that sucessfully complete a 2 week program will emergw with a National
Creeer Readiness Certificate to show that they have the baisc skills to seek entry level opportunities.
AS part of the program our members are willing to share their experiences with our youths and
facilitate short portions of the program which in turn can memtor students thru a 5 day internship.
We have also patnered with 2 local colleges to be guest speakers in their classes, speaking at local job
seekers lunch meetings, partnering with the local Chamber as a job seeking resource. One member
even started a support group for the employed and helps prepare those to reenter the workforce.
Throughout 2011, The SMAGC Community Outreach Committee focused our time in three areas;
Diversity in the Workplace, Workforce Readiness/ Career Development and Community Services. The
committee’s mission for our chapter is to build and strengthen relationships with various local
organizations by providing services that reflect our expertise and knowledge of employment, career
development and talent management. A specific example of a Workforce Readiness initiative
includes our work with the House of Good Shepherd, a shelter for women and their children of
domestic violence. Under the guidance of SMAGC Board-of-Directors, Lyndy Nierman, SMAGC
volunteers provided Job Search training to the mothers during a 6-week course, which included
sessions on how to fill out an application, resume writing, job search strategy and interviewing
practice. This course was designed to help prepare the women as they transitioned from the shelter
to out on their own. At the end of the course, those women who attend all sessions and completed
the exercises in the training book, received a certificate. For some women, this was the only award
they have ever received and were touched by the generosity, knowledge and time was that provided
by SMAGC volunteers.

One initiative of Rockford Area SHRM is to assist students in preparing for the workforce. We have
recently partnered with Harlem High School and have conducted interviews with 100’s of students.
Rockford Area SHRM supports Alignment Rockford (AR) in their fantastic mentoring and tutoring
program. The purpose of AR is to engage a diverse group of public and private organizations in a
cooperative and focused effort to support the academic and social needs of Rockford’s youth. Our
chapter members volunteered to tutor and mentor the 8th grade algebra classes at East High School.


We partnered with a local nonprofit organization named "Poised for Success". Their mission is to
provide, at no charge, interview and business appropriate clothing to women in the job market.
Additionally, their volunteers assist clients in building self-esteem and interview skills, as well as
referrals to other local service organizations providing job-skills training and job placement. We held
a clothing drive at one of our regularly-scheduled meetings and raised awareness of our members to
assist with this organization. Additionally, we partnered with the DuPage County Workforce Board, a
local business-led policy and decision-making body. Workforce Boards were created under a 1998
federal law called the Workforce Investment Act (WIA) with a mandate to create a workforce
development system that meets the needs of employers for qualified workers and by expanding
employment opportunities for residents. Part of our engagement with them included signing a
written statement of support for their group and activities.
We partnered with the local school district and had several members assist in teaching a course
(Operation Hope) to help students and in some cases their parents learn the responsiblities and
expectations of today's workplace. The student recive a certification upon completion. In addition,
our chapter created an annual scholorship for those students who have graduated from this program
to encourage a college education.
The ELITE Youth Program is an intense 10 week in-school program aimed at preparing youth for
competitive employment. Students receive training in social skills, employment soft skills, money
management, customer service, and other imperative job skills. After completing the curriculum,
students are eligible for certification from a community panel. Graduates earn the opportunity to
interview for a part-time job from an ELITE employer. Our Chapter’s HR volunteer workforce of 25
individuals provided feedback on resumes and applications for 170 students participating in the
program. In addition, volunteers conducted training sessions in seven area schools on the topics of
Interviewing Skills and Job Fair Etiquette. Mock interviews were held on site at each of the schools
with additional feedback provided on the spot. All of these activities were to provide students with
the skills required to begin employment in the community as a successful employee. An estimate of
over 225 preparation hours, 14 classroom hours, 85 review hours, and 70 hours associated with the
job fair were logged by our Chapter’s volunteers.
IFV SHRM updated members bi-monthly regarding local unemployment rates for surrounding
municipalities, counties and state and how the local rates compared to national statistics. During
these discussion it was explained the Individual Training Account (ITA) program for unemployed and
under-employed residents. Each presentation announced the availability of the Employee Training
Investment Program (ETIP) from the State of Illinois. This subsidy provides up to 50% funding for
eligible companies and training topics. We also discussed and provided a copy of an Industry Facts
and Demographics Report regarding the HR profession. The HR Manager position is expected to grow
by 10% and HR Training & Labor Relations Specialists positions are projected to grow by 24%. We
also provided and discussed a county demographic report regarding the available workforce. The
report included statistics regarding the number of male versus female workers, age breakdown and
education levels. During these discussion we explained the Incumbent Worker Training Program
available to companies to assist with averting layoffs. Members were updated on an adult work
experience program available through Quad County Urban League. Wages are subsidized at 100% for
companies providing the adult work experience up to a maximum of 16 weeks.

In partnership with ESGR organized and coordinated "Michiana Military Job Fair". With an
overwhelming response, over 45 employers/support groups secured booth space for the event.
Approximatly 100 military veteran's attended the job fair. Counciling services were also offered
during the event along with break out educational sessions (i.e. creating your elevator speach, resume
writing etc.). Survey's were conducted on both participants and employers in order for the Chapter to
gain insight into how we can do better next time. Additionally, the Chapter fully funded this event
which resulted in over an $8000 investment.

Several of our members worked with the administration of Lakeview Academy (al alternative school)
to provide tours and job shadowing for students to gain exposure to various jobs and industries

Between 45 – 70 students from Kalamazoo Central HS completed a month-long career preparation
series presented by our WFR committee. The students wrote an essay on how they are able to use
their talent for the greater good of the community to be eligible for the auditions for a Talent Show
run by Truth Tone Records. They provided two character letters of recommendation, their grades
were monitored and they had video-taped interviews. After the talent show, Truth Tone Records will
continue working with these students. The school and students would also like to partner further
with KHRMA at additional high schools. KHRMA members were invited to attend the talent show at K-
Central on Friday, March 18 at 1:00 PM with VIP seating for KHRMA members.
In May 2011 we developed a Workforce Readiness initiative to better prepare HR for working more
closely with the C-suite and to help close the skills gap. We held a panel discussion and invited 4 well-
respected business owners and CEOs to speak about the competencies they look for and expect in an
HR person. It helped our chapter members learn how to better communicate, the style and
frequency in which to communicate, and helped us to better understand what business knowledge
and acumen a CEO typically seeks. We are evaluating how we might continue with this initiative in
2012.
•MVHRMA collaborated with the Muskingum County Opportunity Center and provided “An Evening
with Hiring Professionals” in September. The program targeted community members who were
unemployed or underemployed to assist them with job search skills ▪ In 2011 we participated in The
Employment Initiative Program (EIP). We partnered with the Muskingum and Morgan County
Opportunity Centers and the Unit Commanders to determine needs and plan a strategy to have the
highest impact assisting the local military unit personnel in preparing them for the job market. Four
units in the Muskingum/Morgan County area were visited. We conducted an informational and
instructional session for each of the units; introducing and informing the military personnel of what
the local Opportunity Centers had available to assist them. Chapter members reviewed things the
applicants should or not do prior to and during the interview process. They also related to the military
personnel certain situations that had occurred during the hiring process that they would want to
avoid. A survey was completed prior to the presentation on the employment status and many more
were under employed compared to unemployed and that status was discussed and how they needed
to prepare.

Summary for 2011 Professional Development Committee Programs: In 2011 GCHRA sponsored four,
three-hour educational events for human resource professionals in Southwestern Ohio. The HR
Academies covered the topics of Boundary Spanning Leadership, Building Your Employer’s Diversity
Network, Trends and Forecasts for Strategic Planning and Compensation 101. Speakers included
noted experts from state universities, the regional Chamber of Commerce, and HR executives from
Fortune 500 companies. Nine strategic credits and three general credits were offered for those
seeking recertification credits. GCHRA organized two PHR/SPHR accreditation test preparation classes
were offered in 2011. 41 area HR professionals participated in the SHRM Learning System-based
programs.
WRC-SHRM has partnered with Junior Achievement of the Mahoning Valley for the last 3 years to
teach the JA Success Skilss curriculum to local elementary, junior and high school students. The
program allowed for chapter members to teach about leadership, problem solving, teamwork,
professionaliam, resume writing, and interviewing skills. Chapter members were able to draw from
professional experience to give students real world examples in addition to following the course
outline. Our chapter believes in the JA program and supports its efforts to prepare students for the
workforce.
For 2011 we continued to focus efforts to aid students and job seekers through workforce
development initiatives. Members volunteered time to assist community members in learning about
how to succeed in a difficult employment atmosphere. Through partnerships with the Minnesota
WorkForce Center and the Wisconsin Job Center, members offered HR expertise and advice to area
job clubs and student groups. In March, several members volunteered at an area High School's
'Imagine It' Day, where students were able to get real world job interview experience and feedback
from HR professionals in fields that the students hope to pursue employment in. On a large scale, our
President Elect was appointed to the Wisconsin Governor's Council on Workforce Investment, where
she is able to influence programs and opportunities for workforce development on a large scale for
Wisconsin residents. Overall, our membership volunteered over 130 hours this year to workforce
development initiatives for area residents through career days, job fairs, workplace tours, mock
interviews and presentations.
We partnered with the Alexandria Workforce Center on a Jobs & Java weekly event. We had
members from our chapter speak at 15 of these meetings. We co-sponsored an annual job resource
fair in February 2011. This event had over 40 booths and provided opportunities for job seekers in
the area to visit with local businesses. Chapter members also served on a panel event talking about
resumes and interviewing skills. The chapter also had a booth promoting HR careers at our local
High School Career Fair.


Our chapter's Work Force Readiness Director volunteered to be a member of an Alumni Recruiting
committee within the Greater Fargo-Moorhead Economic Development Corporation. Through this
involvement, the chapter could further promote and be involved in work force development and
readiness issues in our community. A major event that we participated in was the Health Expo held
during the Fargo Marathon on May 21, 2011. While at the Health Expo, committee members
promoted Fargo-Moorhead as a great place to live and work. Our goal was to answer questions
regarding the Fargo-Moorhead area and share the employment and development opportunities we
have to offer. Nearly 23,000 runners signed up for the marathon, half marathon, relay marathon, 10K
and 5K races, all of which were invited to attend the Health Expo. Approximately 150-200 runners
visited our booth to learn of the advantages and benefits that our community has to offer.
The Convoy of Hope, a nonprofit organization provides supply lines and outreaches to poor and
disadvantage population in the United States and around the world, came to Rapid City on Saturday
August 20th. The Black Hills SHRM Chapter participated in the Community Services area of the event.
Our mission was to give the disadvantaged segment of the population some tools to help with the pre-
employment aspect of the job cycle. We accomplished this mission by focusing on four areas: Filling
out a proper application, dressing for success, pre-employment checklist, and interview tips. We
completed a sample application with information from a generic candidate. We then noted common
mistakes along with some tips from an employer’s point of view. For the dressing for success
volunteers went to a local clothing donation center and purchased interview appropriate outfits for
very little money for both men and women. A handout with grooming tips and examples of interview
appropriate attire was provided. For our pre-employment checklist we had list of community
resources i.e. job boards, clothing donation centers, identifying the hidden job market, keeping
current on training and education. For the interview tips BHSHRM members provided a list of dos and
don'ts during interviews.
In March 2011 our committee started working with Omega School which provides alternatives to
Adult Education. This School helps young adults wishing to improve their quality of life by preparing
for the GED/HSED diploma. Oscar came to our committee meeting and gave us information about his
program but also said he could benefit from our network of volunteers. Most students in his program
are looking for employment after they obtain their diploma. To help assist with this portion of their
program, our network of volunteers come in monthly to conduct mock interviews and answer any HR
related questions they may have. Our committee thought this volunteer opportunity was a good fit
for our group and SHRM by working with a diverse group in the community looking for employment
or better employment. The partnership is still continuing in 2012 with 5 dates already scheduled. It
has been a very rewarding partnership.
FVSHRM Workforce Readiness initiatives for 2011 have included: •Partnership with Fox Valley
Workforce Development Board to co-host the 2011 Chick-fil-A Leadercast. Sixty-eight people
attended this full day leadership event, including 16 professionals from the community who were in
career transition (registration fees for the job seekers were paid in full by proceeds of other
registrations and co-hosts). 83% of attendees stated that the session met or exceeded their
expectations and they would be interested in attending a similar event in 2012. •Continued outreach
to veteran groups. Activities included scheduling mock interviews and promoting awareness of
support for veterans. •The committee is at the initial stages of planning future outreach for
participants of various Goodwill of North Central Wisconsin programs and also hosting a focus group
of young adults who did not pursue a post secondary education. The goal of the focus group will be
to learn when is a good time to capture student’s attention for career discussions and understand if
these individuals are aware of opportunities that might exist either with additional education or work
experience.
LASHRM partnered with Western Technical College and Wisconsin Job Center to host a Career Fair
March 29 at Western Techncial College in La Crosse, WI. Resource tables were provided by LASHRM
for different types of participants (entry level, professional, clerical). Ten members volunteered to
help set-up and staff the booth/tables at the Resource Fair and provided one-on-one counseling to
job seekers with industry specific questions the entire day. The event was from 10am - 4pm and, in
addition to LASHRMs resource tables, offered 4 different seminars on topics of interest to jobseekers,
computer banks for jokseekers to apply for positions with vendors at the show who only accept on-
line applications, resume critiques and a variety of employers for jobseekers to speak with on-site.
The extra effort this year to improvement venue, flow, and offerings resulted in a the event being an
even bigger success. There were 840 attendees (versus 669 attendees in 2010) and 33 exhibitors this
year (versus 28 exhibitors in 2010). LASHRM will continue to be an active parnter in this event and
help make even more improvements to assist local jobseekers. Our workforce development
committee also extended services to local schools & Veteran's Affairs throughout 2011.

Blackhawk Human Resources Association collaborated with Rock County 5.0, Southwest Workforce
Development Board and Blackhawk Technical College to host an Education and Business Summit
entitled “Understanding the Needs of Employers” on December 2 and 9, 2011. The summit was held
to identify what skill sets employers need from applicants in the current environment. A total of 144
attended the event. The organizations are taking the feedback from the summit to collaborate with
local colleges and agencies to provide training to the workforce to fit the needs of area employers.
The summit will have a positive effect on Rock county because it strengthened the relationships
between the public and private sectors to collaboratively work together to provide a solution to the
skills gap that employers are facing.
CAHRA has partnered with Our House to provide job coaching to the working and unemployed
homeless people in the Little Rock community. Our House is a non-profit organization that provides
the working homeless – individuals and families – with shelter, housing, education, free childcare and
summer youth programs, in order to equip them with the skills to be successful in the workforce, the
community and their own families. We also partnered with students in the Capstone program at
Pulaski Technical College to create a job search presentation that will help people identify and pursue
better employment opportunities. Current Workforce Readiness committee members will be able to
use this presentation at local events to coach job seekers on the finer points of interviewing, resume
preparation, what to include/not include on your application, and where to begin looking for
employment. There is definitely a need in our local community to assist and support people who
are disadvantaged in these areas and our partnerships have helped people become stronger and
more viable job applicants in order to secure full-time employment. For the year we had over 15
volunteers perform more than 70 hours of volunteer service within our community.

We continued our work with the homeless veterans back to work program. This year we also
honored the Vol of America who house this program with a finanical award, gifts at the holiday
season for the veterans. We featured this program at our holiday party, providing floor time to the
program and promomoted it throughout the year at general membership meetings. Additionally
Brooke Duncan and Susan Seip participaed in the 2011 LA Workforce Commission January Regional
Focus Meeting and presented information to the board. Though also not a particular initiative,
Jennifer Barnett from LA Workiforce Readiness was given the floor at a general meeting to speak to
the specific issue regarding mass layoffs at Northrup Grumman Avondale Shipyards.

The purpose of our Workforce Readiness initiative, Overcoming Homelessness through Employment
Readiness, to teach interviewing skills and conduct mock interview with homeless people trying to re-
enter the workforce. This is an ongiong initiative that has a positive impact on the communicaty of
San Antonio. Over 30 homeless people who have been through this program has found gainful
employment at or above the living wage rate. This iniative wasa lso recognized by SHRM and our
chapter received a 2011 SHRM Pinnacle Award.

In 2011 we recieved a grant from TWC that ends in 2012. In 2011 our portion of this initiative is
focused on providing 1600+ youth with an opportunity to earn a National Career Readiness
Certificate. This certificate was developed and internationally recognized assessment organization
American College Testing and serves as a common language between employers, educators, and job
seekers (youth). The certificate tests youth in three areas: reading, math, and locating information
and all questions are work related. We are working with youth in a 19 county area. There will be
another part of the grant we will work on in 2012 for Workforce Readiness.
WCHRMA established a college Career Path Program to support the “day-to-day” operations of
WCHRMA (updating website, creating and eblasting event announcements, assisting with registration
at meetings, etc.)through interning. College students, with no restriction on course study can work
within a volunteer organization to learn how to “serve your profession”, work with other businesses,
participate in a community and to gain a better understanding of a HR professional. We assist the
student with building a better understanding and appreciation for how important “human capital” is
to a business. These students receive 5 contacts for informational interviews with professionals
already working in the student’s field of study. From 17 applicants we interviewed and chose 3
students as interns. Lillie Mayeux, English major, Bertha Ortega, Pre-Med, and Lacey Burton, HR
Occupational Studies. We demonstrate how classroom education compares how additional education
or certification may be needed in the their field or cross functions of study, and to provide career
guidance outside the classroom. Lillie Mayeux secured a position within the university register.
Bertha Ortega secured an internship in the ER at a Williamson County hospital and Lacey Burton has
applied for a summer internship in Human Resources at a local Williamson County hospital.

Our Workforce Readiness initiative for 2011 was to partner with Attitudes and Attires, a non profit
agency. The mission of Attitudes and Attires is to promote personal growth for women seeking self
sufficiency. Their program works to provide the tools that raise self esteem, promote ethics, and build
the confidence necessary to develop successful life skills. The goal of this initiative was to assist
them in their mission, specifically by: 1) collecting clothing donations at our events that were then
delivered to Attitudes and Attires and distributed to the women they work with, and 2) offering
advice on appropriate dressing for the workplace, presenting job skills, assisting with resume writing,
and offering other career training and personal development assistance through our volunteers at
Attitudes and Attires events.


In an effort to promote corporate citizenship and to increase awareness and knowledge of human
resource issues in the community, the Prescott Area Human Resource Association partnered with the
Prescott Valley Chamber of Commerce to provide educational training to small businesses in the
community. The training consisted of a four hour session relating to human resource topics such as
hiring, firing, recruitment, new hire orientation, training, discipline, coaching, development, and other
topics such as unemployment claims, EEOC, DOL, and sexual harassment. Discussions surrounding the
importance of documentation and open communication at all levels was also discussed. This training
was focused on small business owners who are not large enough to have a human resource
department and provided guidance and direction to the above topics. It also provided an invitation to
join the local PAHRA group to receive additional training and support on an ongoing basis.
The WR Initiative is a two-pronged plan. Prong One involves getting our members to volunteer with
the 2012 Workforce Readiness Community Partners. •The Center for Work Education &
Employment •The Mi Casa Resource Center •ESGR •The Family Tree •Goodwill •Colorado Youth
At Risk •United Way Prong Two is an educational effort to raise awareness amongst our members
of the less popular workforce readiness issues (Integration of immigrants, employment for the
homeless & employment for people with criminal records). We have three goals of the program:
1.Provide 1800 man-hours of volunteer service 2.Provide $2000 dollars of contributions to our
partners 3.Develop 100 work experiences for our partners’ clients. In 2011 we provided 1275 hours
of volunteer time and contributed over $ 3,200 of financial support. We fell short in providing work
experiences with 12 internships and 23 hires for a total 35 work experiences. For 2012, we are adding
a goal of our members hiring 100 Veterans.
TAP (Transition Assistance Program) training for personnel exiting the service at McConnell Air Force
Base: Committee member provides coaching regarding resumes/interviewing. We attended 15
sessions and coached 200 veterans. Wichita Veteran’s Job-Fair on November 9, 2011: Committee
members provided resume review during two pre-job fair workshops. In addition, SHRM volunteers
provided resume feedback during the job-fair for veterans and their family members. Host a
Veteran in Business Day: Participating employers will host a veteran at work for one day a month in
2012. The veteran will participate in mock interviews and receive resume/interview feedback. The
veteran will also have an opportunity to shadow a hiring manager to gain knowledge about civilian
work expectations and how to present their skills in civilian terms. WFRC Member Benefits:
Melanie Stoecklein – Recruiter for Foley Equipment, met Levi Perkins, Intensive Services Coordinator
at TAP. Levi set up conference calls with Melanie and the OFCCP. Melanie identified new resources
to reach more diverse candidates and she gained a complete understanding of the OFCCP hiring
requirements. Levi also worked with Melanie to create a customized recruiting plan using all of the
workforce centers across Kansas including a tracking system and mailing list for upcoming veteran’s
Held "So You Think You Can Interview" at Olathe City Hall on May 16, 2011. BASIC CONCEPT /
VISION: Participants met with Human Resources leaders from multiple industries and leaders assisted
them with their career goals by providing tips for improving current work environment and help in
landing that dream job. During this event, HR professionals from SHRM Johnson County completed
personalized evaluations for participants who wanted to improve their interviewing skills. WHAT
PARTICIPANTS COULD EXPECT: - This event allowed participants timed individual sessions with
leading community professionals to help guide careers. - Received packet of valuable information to
help participants prepare for their next interview or their dream job or promotion. - Met leaders in
Johnson County human resources management positions and received their personal assistance.
The format was a speed interview format that allowed for positive feedback and improvement tips
participant would be able to use for a lifetime. Also attending were representatives from Workforce
Partnership and Stiver’s Temporary Agency of Overland Park to provide additional work resources for
participants. KCStar published article on participant who was placed in full time position as a result
of this event. SHRMJC applied for a Pinnacle Award based on this program.
Partnering with HRMA as the premier organization that business and community leaders entrust to
drive the success of their organizations has taken initiatives this year to ensure continued success
through July 2011. The object of the TeamWorks program was to give participants the tools necessary
to overcome barriers that have impacted their entering or returning to the workplace. During the
first half of the year, HRMA continued support to create initiatives that benefit the NM Commission
on the Status of Women and their welfare-to-work program, TeamWorks until their funding was
eliminated and was forced to close their doors. However, while working closely with the TeamWorks
job developer, Agnes Cardeñas, HRMA stepped up to take an important interest in single mothers in
our community. “This partnership was a win-win for HRMA and TeamWorks.” HRMA assisted in mock
interviews, participated in advanced employment skills classes, and successfully assisted in preparing
19 TeamWorks graduates which resulted in job offers for each of them in the first quarter of the year
alone due in part to a new partnership with Walgreens. HRMA and TeamWorks were working towards
a common goal – to assist parents with meaningful employment.


ASHRM Workforce Readiness recognizes the value of assisting our high school students in the
Anchorage area with the necessary tools to enter and succeed in the working world. In 2011, ASHRM
continued to participate in a unique partnership with the Anchorage School District, Department of
Labor and the Martin Luther King Career Center. The goal of this partnership is to keep students in
school and see that they receive the appropriate training and education to succeed in finding not only
a job, but a career and to live a successful life. During 2011 ASHRM membership volunteers lent their
HR expertise by participating in mock interviews with students. Volunteers visited a local high school
with a presentation on employability skills. An ASHRM volunteer panel participated at the Alaska
Association for Career and Technical Education (AACTE) Conference. This volunteer panel had the
opportunity to interact with area wide teachers on how to best approach their students and to share
information to take back and share in the classroom. ASHRM members also acted as volunteer judges
for the speech and interview portions of the 2011 Alaska Academic Decathlon.

We are partnering with The North Lake Tahoe Truckee School District on the Junior's Resource Career
Day. A twist on the traditional “career fair” with a keynote speaker followed by 380 students
breaking into groups which move at timed intervals to nine destinations where they will be
introduced to topics relating to their life after high school. Topics include (not specifically titled here)
how to get financial aid, college vs. vocational school, local industries and global jobs, getting past
H.R. to get the job, etc. Students will spend 10 minutes at each of the nine destinations.
Workforce Readiness: CCHRA has partnered with the Boys and Girls Clubs, whose mission is to Inspire
and Empower the Youth of Monterey County to realize their full potential to become responsible,
healthy, productive and successful citizens. CCHRA members participated in two Career Launch
programs this year, a career readiness program put on through the Boys and Girls Clubs. Our
members participated in mock interviews and resume development for underpriveliged teens
preparing to enter the workforce.
The IVHRA conducted our 2nd annual professional clothing drive to benefit the Alternative Education
Program in the Imperial Valley. This program collected gently used professional clothing, shoes and
accessories for disadvantaged youth who are entering the job market and need professional clothing
to interview.
We contacted all the local highschools and participated as a speaker in the career exploration day as
well as we held a workshop at the Blackfoot career day and job fair. We also spoke worked with the
Idaho Teens program and offered resume review and interviewing skills.

Resume review and interview skills class for Headstart parents. Also hosted training to help develop
our membership and the community. It provides good leadership or business training for businesses
that wouldn't necessarily be able to send their people to otherwise, due to budget restraints. This is a
non-dues revenue event - made $1500 last year on this. Helena Chamber of Commerce wants to
partner with us to provide the training this year. We will broaden what we did last year to include
other non-profits besides Head Start and college students. We conducted Resume/Interview Skills
seminars for the Helena Colege of Technology, and the Rocky Mountain Development Counsel
providing Moc Interviews and real time advice on building appropriate resumes, first impressions and
feed back on personal improvement to maximize successfull job hunting. Additionaly we hosted a
booth at our Helena Chamber of Commerce to advance the HR profession and let small business
know we are a resource.

The chapter worked with state leaders to promote an Oregon National Career Readiness certificate.
The certificate documents an individual's work-related skills in reading for information, locating
information, and applied mathematics. It will help Oregon employers hire, train and retain qualified
workers. The chapter hosted an informational meeting about the certificate on June 24, 2011. The
companies that attended liked the concept and will be accepting the certificate in their workplaces.
Workforce Readiness also conducted a monthly lunch program on July 20, 2011 about how to
successfully transfer the military skills and competencies of military members to civilian workplace
requirements. The program was a panel discussion and presenters included a Program Support
Manager from the Military Personnel Services Corporation in addition to other local former military
members.

The president of our chapter sat on the governing body of a pre-employment training program and
helped to guide the program through its 10th 11th and 12th graduating classes. The president went
to a regional workforce development conference and gave a 30 minute presentation about the
training program to workforce development professionals from throughout the state. The
presentation was well received and the president has been following up with other areas of the state
that are seeking to implement similar programs. The pre-employment training program is run by a
group of local HR professionals and plant managers that want to improve the skill level of entry level
employees. The program has graduated close to 200 people and has generated a lot of local visibility
and media stories for workforce development.

								
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