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2011_SHAPE_Idea_Center_Workforce_Readiness_Initiatives

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					                                          Chapter
Chapter Name:                             Number:   Chapter State   Region   Territory




Carroll County SHRM                       0745      Maryland        NE       B




Indiana County Area SHRM                  0593      Pennsylvania    NE       B




Tuscaloosa Human Resource Professionals   0477      Alabama         SE       A
HRMA of Martin County Inc   0478   Florida    SE   A




Thomasville Area SHRM       0736   Georgia    SE   A




Northwest Georgia           0157   Georgia    SE   A




Central Kentucky SHRM       0396   Kentucky   SE   B




Four Rivers SHRM            0536   Kentucky   SE   B
MidWest Kentucky SHRM             0714   Kentucky         SE   B




Catawba Valley SHRM               0702   North Carolina   SE   B




NC Coastal SHRM                   0551   North Carolina   SE   B




Gaston HR                         0718   North Carolina   SE   B




Alamance County Human Resources
Association                       0627   North Carolina   SE   B
Charleston SHRM Chapter        0323   West Virginia   SE   B




Staleline SHRM                 0532   Illinois        NC   A




Heart of Illinois HR Council   0326   Illinois        NC   A




Illinois Fox Valley SHRM       0699   Illinois        NC   A
Northern Michigan SHRM                 704     Michigan       NC   A




LASHRM                                 0391    Ohio           NC   A




Muskingum Valley Human Resource
Management Association                 0171    Ohio           NC   A




West Central MN SHRM                   0688    Minnesota      NC   B




BH Society for Human Resource Managment 0336   South Dakota   NC   B
Prescott Area Human Resources Association 0642   Arizona      SWC   B




Sierra HR Association                    0640    California   PW    A




Imperial Valley Human Resources
Association                              0721    California   PW    A




Southeast Idaho                          0110    Idaho        PW    B




Helena SHRM                              0286    Montana      PW    B




Adams Grant Human Resource Association   0169    Washington   PW    B
Web site




N/A




http://icashrm.shrm.org




http://thrp.shrm.org
http://www.hrmartin.org




http://thomasvilleshrm.shrm.org




http://www.nwgashrm.com




http://www.ckshrm.org




http://fourrivers.shrm.org
N/A




http://catawbavalley.shrm.org




http://www.nccshrm.com




http://www.gastonhr.com




http://achra.shrm.org
http://charlestonwv.shrm.org




http://stateline.shrm.org




http://www.heartofillinoisshrm.org




http://illinoisfoxvalleyshrm.org
http://nomi.shrm.org




http://www.ohioshrm.org/lancaster




http://www.ohioshrm.org/muskingum




http://wcmnshrm.shrm.org




http://bhshrm.shrm.org
http://www.prescotthra.org




http://sierrahra.com




http://iv-hra.shrm.org




http://www.shrmi.org




http://shrmhelena.shrm.org




http://adamsgranthra.shrm.org
2.1e We conducted a Workforce Readiness initiative. The description follows.


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 – Webinar, 9/15 - Conference
Call, and 11/10 - Webinar
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 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.


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.


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.

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.
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.


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.
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
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
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.
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.
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

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.


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.

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 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.

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.


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 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.
Chapter
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                                        Chapter
Chapter Name:                           Number:   Chapter State   Region   Territory




GMVHRA                                  0657      New Hampshire   NE       A




Frederick County Chapter SHRM           0231      Maryland        NE       B




Cumberland Valley SHRM                  0204      Maryland        NE       B




Howard County Human Resources Society   0617      Maryland        NE       B




Susquehanna Human Resource Management
Association                           0131        Pennsylvania    NE       B
SHRM Columbus Area                        0128   Georgia       SE   A




CSRA SHRM                                 0043   Georgia       SE   A




Capital Area Human Resource Association   0143   Mississippi   SE   A
NKY SHRM                                  0548   Kentucky         SE   B




Winston Salem Society of Human Resource
Management                                0086   North Carolina   SE   B




Lower Cape Fear HR Association            0101   North Carolina   SE   B




TriCounty Human Resources Managment
Association                               0097   South Carolina   SE   B
Winchester Area SHRM    0446   Virginia        SE   B




ACHRA                   0024   Virginia        SE   B




Shenadoah Valley SHRM   0126   Virginia        SE   B




Tri State SHRM          0420   West Virginia   SE   B
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




Western Reserve Chapter                 0545   Ohio        NC   A




Northland Human Resources Association   0471   Minnesota   NC   B
Fox Valley SHRM                             0078   Wisconsin   NC    B




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




Blackhawk Human Resources Association       0071   Wisconsin   NC    B




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




DFW SMA                            3003   Texas        SWC   A




CCHRA                              0393   California   PW    A
Web site




http://www.gmvhra.org




http://www.fcshrm.org




http://shrmcv.shrm.org




http://www.hocohrs.org




http://www.shrma.net
http://columbusga.shrm.org




http://augustashrm.shrm.org/




http://cahra.shrm.org
http://www.nkyshrm.org




http://wss.shrm.org




http://www.lowercapefearhr.org




http://tchrma.shrm.org
http://www.washrm.org




http://www.achra.org




http://www.svshrm.org




http://www.tristateshrm.org
http://www.rashrm.org




http://hraoakbrook.org




http://cihrg.shrm.org




http://www.wrc-shrm.org




http://www.northlandhra.org
http://www.fvshrm.org




http://lashrm.shrm.org




http://bhra.shrm.org




http://www.bcshrm.org
http://www.wchrma.org




http://www.dfwsma.org




http://www.cchra.org
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.

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.



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.

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.
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. GDAC is a community wide
initiative involving local businesses, the department of corrections, and Columbus Technical College.


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.

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 Success that will continue in
2012.
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.

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


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.
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.

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.

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
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.
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.


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.
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.


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.


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.
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                                      Chapter
Chapter Name:                         Number:   Chapter State   Region   Territory




TriState Human Resource Management
Associations                          0413      New Jersey      NE       B




Greater Valley Forge HR Association   0405      Pennsylvania    NE       B




SEPA SHRM                             0498      Pennsylvania    NE       B
Greenville SHRM          0049   South Carolina   SE   B




Dulles SHRM              0466   Virginia         SE   B




SMA of Greater Chicago   3002   Illinois         NC   A




Michiana SHRM            0016   Indiana          NC   A
Kalamazoo HR Mgmt Assn                 0116   Michigan       NC    A




Fargo Moorhead Human Resource
Association                            0259   North Dakota   NC    B




Central Arkansas                       0090   Arkansas       SWC   A




HRMA of the Greater New Orleans Area   0063   Louisiana      SWC   A
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
Web site




http://www.tristatehr.org




http://www.gvfhra.org




http://www.sepashrm.org
http://greenvillehr.shrm.org




http://www.dullesshrm.org




http://www.smagc.org




http://michiana.shrm.org
http://www.khrma.org




http://www.fmhra.org




http://www.cahra.net




http://www.hrmaneworleans.org
http://www.wichitashrm.org




http://www.shrmjc.org




http://www.hrmanm.org
http://www.shrmalaska.org
2.1e We conducted a Workforce Readiness initiative. The description follows.


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.


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.
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.
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 this year and
a Committee member, Ginger Lawrence, was recently featured on radio's SC Business Review segment to discuss
the workshops and success to date.


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.


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.

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.
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.


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.

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.
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 events.

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.
Chapter
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                                         Chapter
Chapter Name:                            Number:   Chapter State   Region   Territory




Chesapeake Human Resources Association   0156      Maryland        NE       B




Morris County SHRM                       0224      New Jersey      NE       B




Lehigh Valley Chapter                    0150      Pennsylvania    NE       B
Birmingham Society for Human Resource
Management                                0072    Alabama                SE   A




Central Florida Human Resource Association 0050   Florida                SE   A




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




Louisville SHRM                           0073    Kentucky               SE   B
Triangle SHRM                         0076    North Carolina   SE   B




Raleigh Wake Human Resource Management
Association                            0132   North Carolina   SE   B




Northern Virginia Society for Human
Recource Management                   0324    Virginia         SE   B




Greater Cincinnati Human Resources
Association                           0008    Ohio             NC   A
Greater Madison Area SHRM            0053    Wisconsin   NC    B




San Antonio Human Resource Management
Association                           0137   Texas       SWC   A




Portland HR Management Association   0136    Oregon      PW    B
Web site




http://www.chra.com




http://shrm-morrisnj.org




http://www.shrmlv.org
http://www.bshrm.org/




http://www.cfhra.org




http://hra-nca.org




http://www.lshrm.org
http://www.tshrm.com




http://www.rwhrma.org




http://www.novashrm.org




http://gchra.shrm.org
http://www.gmashrm.org




http://www.sahrma.org




http://www.portlandhrma.org
2.1e We conducted a Workforce Readiness initiative. The description follows.


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.


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 program.

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 serves as Worforce Development Chair of
the SHRMLV Board.
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 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!

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.

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 organization.
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.

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.

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.
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.


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.

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.
Chapter
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                                      Chapter
Chapter Name:                         Number:   Chapter State   Region   Territory




Puerto Rico SHRM                      0095      Puerto Rico     SE       A




Middle Tennessee SHRM                 0083      Tennessee       SE       B




Colorado Human Resource Association   0040      Colorado        SWC      B
Web site




http://www.shrmpr.org




http://www.mtshrm.org




http://www.chra.org
2.1e We conducted a Workforce Readiness initiative. The description follows.


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.


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.

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.
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