Special Expertise Panel Member Orientation 2017 Special Expertise Panel Member Orientation D Bhavna Dave, SHRM-CP Director of Talent SHRM member since 2005

Thank You! We can never say it enough….

Agenda Panel Purpose and Structure 2017 Panels Preparing for Your Role Participation Requirements/Benefits 2017 Panel Projects Resources Next Steps

Purpose Create an opportunity for SHRM staff and SHRM members who serve in HR leadership roles to engage in meaningful dialogue around issues that affect human resource professionals and their organizations. Ultimately, the Special Expertise Panel structure will serve to: Create an avenue for our members to provide expert advice, Create opportunities for greater focus on emerging trends in HR, Meet the engagement needs of our members.

2017 Panels Ethics and Corporate Social Responsibility Staff Lead: Nancy Hammer, Senior Government Affairs Policy Counsel Co-Lead: Phyllis Hartman, SHRM-SCP, SPHR Content Liaison: TBD Global Staff Lead: Brad Boyson, SHRM-SCP, MS HRM, SPHR, GPHR, HRBP, HRMP, UAE Representative, SHRM MEA Co-Lead: Roberto Lopez, SHRM-SCP, GPHR, SPHR Labor Relations Staff Leads: Mike Aitken, Vice President, Government Affairs Co-Lead: Jim Rhollans, SCHR-SCP, SPHR Content Liaisons/Support: Allen Smith, J.D. Manager, Workplace Law Content

2017 Panels Technology & HR Management Staff Leads: Vivek Patel Director, Technology Business Services, Technology Business Solutions Co-Lead: Paul Belliveau, SHRM-SCP, HRIP, SPHR Content Liaison: TBD HR Disciplines Staff Lead: (Interim) John Dooney, SHRM-SCP, Manager, Training, Knowledge Center Co-Lead: Joey Kolasinsky, SHRM-SCP, SPHR Content Liaisons: TBD

NEW 2017 Panels Talent Acquisition Staff Leads: Nancy Conway, SHRM-SCP, Field Services Director, Member Relations Co-Lead: Carol McDaniel Content Liaison: Roy Mauer, Online Discipline Manager/Editor Diversity and Inclusion Staff Lead: Delphia Howze, SHRM-CP, MBA, PHR, Manager, Diversity & Inclusion, Human Resources Co-Lead: Susan Loynd, SHRM-SCP, MA, SPHR Content Liaisons: TBD

Preparing for Your Role Read, and understand, the requirements necessary to be a panel member as described in the panel member position description Meet the requirements and will abide by all expectations to the best of your ability Will support the mutual exchange of ideas in a spirit of collective cooperation, keeping the charter of the panel in mind at all times Understand that panel work is confidential and that products created are the exclusive property of SHRM

Resources

Resources Special Expertise Panel Website: Panel Member Biographies Panel Participation Report Panel Position Description Panel Staff Co-Lead Description Panel Volunteer Co-Lead Description Orientations – Recorded Webinars and PowerPoints Panel Selection Timeline

Panel Term Panel members may serve up to (2) two years on their respective panel provided participation requirements are met: Serve a (1) one year term from January 1 through December 31 The term may be extended for (1) one year if participation requirements have been achieved 2018 panel application period will open in June, 2017 Reminder: Panel co-lead tenure is the same as noted above

Panel Participation Requirements Actively contribute to respective panel Discussion during meetings Respond to SHRM information/media requests Attend 75% of panel meetings Lead or be involved in development of projects panel deems valuable.

Time Commitment At minimum panel are required to meet (4) four to (6) six times a year. These meetings are held virtually (conference call/webinar) Meetings are (1) one hour Other time commitment varies from panel member to panel member, as well as panel to panel One face-to-face meeting at SHRM Annual Conference & Exposition (This is not required, but highly encouraged.)

Panel Participation Report Member Participation Report should be completed on a regular basis. The report will be used to verify complimentary registration and SHRM re-certification credits. Updating the report is the responsibility of the individual panel member. Members should report on: Orientation participation Panel conference call participation In person meeting attendance – Annual Conference Blog posts/media interviews done on behalf of SHRM Providing input on SHRM questionnaires/surveys Involvement with SHRM Foundation Project/Panel Trends Report Speaking on behalf of SHRM Member2Member Solutions

Panel Participation Report

Panel Member Benefits Opportunity to meet with SHRM staff and peers Professional bio posted on SHRM website Publication recognition for project work Registration discount to SHRM Annual Conference & Exposition $995 through February 3 $1395 February 4 through April 28 (3) SHRM recertification credits (1) Complimentary registration to any SHRM Specialty Conference (TBD) following full year of participation and provided panelist meets the participation standards

Integrating and Engaging Veterans in the Workforce SHRM Foundation Project Integrating and Engaging Veterans in the Workforce Beth McFarland, Director, Foundation Programs, SHRM Foundation

SHRM Foundation Project New Strategy Champion workforce and workplace transformation; empower HR professionals to make it happen Build more inclusive organizations where all employees thrive and organizations achieve success Opportunity for panel members to participate Inclusion Themes: Integrating and Engaging Veterans in the Workforce (2017-2018) Workplace gender equity issues (2018-2019) Integrating individuals with disabilities into the workforce (2019-2020)

SHRM Foundation Project Five Key Trends Report Panel Members’ Role Review the top issues identified in SHRM Foundation spring summit Select key drivers of veterans’ workplace success and identify business case for hiring/integration Identify specific ways HR can help veterans succeed at work

shrmfoundation.org/new 2017 Project Integrating and Engaging Veterans in the Workforce Other opportunities: Volunteer to review… Publications Scholarship applications shrmfoundation.org/new

Trends Identification Process for Future Insights Report Panel Trends Report Trends Identification Process for Future Insights Report Jen Schramm, M.Phil, SHRM-SCP, Manager Workplace Trends and Forecasting, Research

Panel Trends Report PURPOSE: To identify and rank trends that HR subject-matter experts believe are having the biggest impact on business, the workplace and the practice of human resource management within each panel’s specific area of expertise. The goal is to have 10 trends for each area. For the HR Disciplines Panel, the HR practice areas to cover are: Compensation & Benefits Employee Relations Organizational & Employee Development Safety & Security Staffing/Talent Management

Panel Trends Report The result of this work will be a trends report compiled by SHRM’s Research department. The Future Insights report will be published on SHRM’s website as a member resource and provided to SHRM staff as input into our content strategy. Past reports have been downloaded in high numbers -- our members really value your insights!

Panel Trends Report How trends are defined in the report: A general tendency in the way a situation is changing or developing. A pattern of gradual change in a condition, output or process. Constructing a Trend Statement Trends statements usually contain the following three elements:    A subject Words that convey how that subject is changing, developing, acting An object that this development is most influencing.  Sometimes a potential cause or ensuing development is also mentioned. ©SHRM 2015

Panel Trends Report Example: Millennial employees (subject) are influencing (change/development) work/life balance benefits (object). Organizations that produce goods will increasingly report to the global sustainability index in order to compete in the global marketplace. Smart and innovative retention efforts will increase in importance due to the increased difficulty of attracting and retaining talent. Companies will be exploring gamification as a way to accomplish such tasks as engaging and training employees, and attracting and securing talent. ©SHRM 2015

Thanks again for sharing your expertise with SHRM and our members! Panel Trends Report Deadline: Please have your trends lists sent to us by Friday, September 22nd, 2017 Thanks again for sharing your expertise with SHRM and our members! ©SHRM 2015

Sharing HR Expertise with the Public SHRM Media Affairs Sharing HR Expertise with the Public Sundra Hominik Vanessa Hill Sundra.Hominik@shrm.org Vanessa.Hill@shrm.org 703-535-6273 703-535-6072 Kate Kennedy Kate.Kennedy@shrm.org 703-535-6260; Mobile: 703-862-5192

Sharing HR Expertise with Public Panelists were quoted in 99 media mentions in 2016 In 2016: SHRM has had 740 media requests On topics ranging from paid leave and other employee benefits to recruiting practices to regulation to employee relations “Earned media” has a positive business impact. Mentions by media outlets -- reputable third parties – build and enhance reputation.

Media Coverage

How Media Relations Works Sharing HR Expertise with Public How Media Relations Works Media Affairs Team gets inquiries from reporters, broadcasters and online producers via email or phone. It: Evaluates each request to Determine whether to participate Determine SHRM’s message Determine what resources and sources to offer Reaches out to expert sources to Outline request Offer related information, research, advice Connects reporters with expert source Follows up with reporter or source if warranted Monitors resulting coverage and responds, if warranted

What’s helpful to Media Affairs Sharing HR Expertise with Public What’s helpful to Media Affairs Knowing panelists’ areas of expertise and what they are comfortable speaking about Knowing whether panelists have any constraints in doing media interviews Having panelists’ professional and contact information and knowing how best to reach them Having panelists understand that a prompt and timely response is valued by media and knowing best how to work with panelists on daily deadlines Getting feedback on interviews, media relations process, successes and challenges

Member2Member Solutions Member2Member Solutions will reside under Resources & Tools/Tools & Samples

2017 at a Glance Q1/Q2 January 9 – Panel Staff Leads, Co-Leads, Content Liaisons Kick Off Meeting Kick off –SHRM Foundation Project & Panel Trends Report- Each panel holds virtual meetings February – Member2Member Solutions Meeting June 17 – Meeting at Annual Conference in New Orleans, LA (10am-5pm) All Panel meeting Lunch Individual Panel meetings – work on SHRM Foundation Project June 1 – Volunteer Leader Briefing

2017 at a Glance Q3/Q4 September 22 – Panel Trends project due October – SHRM Foundation report due June – 2018 application period open August –2018 application period closes September/October – Selection of 2018 panel members November – Notification to 2018 panel members December – Panel member orientation

Contacts Rachel Rosen, Membership Programs Specialist Rachel.Rosen@SHRM.org Laurie McIntosh, SHRM-SCP, CAE, Director, Membership Laurie.McIntosh@SHRM.org

Thanks for All You Do!