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 firstname.lastname@example.org), 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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