©SHRM D 2016 Special Expertise Panel Member Orientation Bhavna Dave, SHRM-CP Director of Talent SHRM member since 2005

©SHRM Thank You! We can never say it enough….

©SHRM Agenda Panel Purpose and Structure 2016 Panels Preparing for Your Role Participation Requirements/Benefits 2016 Panel Projects Resources Next Steps

©SHRM 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.

©SHRM Panels Ethics and Corporate Social Responsibility Staff Lead: Nancy Hammer, Senior Government Affairs Policy Counsel Co-Lead: Phyllis Hartman Content Liaison: TBD Global Staff Lead: Howard Wallack, Director, Global Member Programs Co-Lead: Kandice Zeman Content Liaison: Jennifer Schramm, Manager Workplace Trends and Forecasting Labor Relations Staff Leads: Mike Aitken, Vice President, Government Affairs Kelly Hasting, Advisor, Government Relations Co-Lead: Jim Rhollans Content Liaisons/Support: Allen Smith, J.D. Manager, Workplace Law Content

©SHRM Panels Technology & HR Management Staff Leads: Vivek Patel Director, Technology Business Services, Technology Business Solutions Co-Lead: Victoria Krotzer Content Liaison: Mike Frost HR Disciplines Staff Lead: Amy Maingault Director, Knowledge Center Co-Lead: Vivian Rank Content Liaisons: Joanne Deschenaux, Senior Legal Editor (Health/Safety/Security) Anne St. Martin, Manager, HR Knowledge Center (Talent Mngt) Steve Miller, Online Editor/Manager (Compensation & Benefits) Dana Wilkie, Online Discipline Manager (Diversity & Inclusion)

©SHRM 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

©SHRM Panel Term Panel members may serve up to two years on their respective panel provided participation requirements are met: Serve a one (1) year term from January 1 through December 31 The term may be extended for one (1) year if participation requirements have been achieved 2016 panel application process will open in June, 2016 Panel co-lead tenure is the same as noted above

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

©SHRM ©SHRM 2014 Panel members are required to submit a Member Participation Report on a quarterly basis. Updating the report is the responsibility of the individual panel member. Members should report on: Panel conference call participation, blog posts, media interviews done on behalf of SHRM, providing input on SHRM questionnaires, involvement with SHRM Foundation project A link to the participation report can be found on the Special Expertise page off of shrm.org. Panel Participation Report

©SHRM ©SHRM 2014 Panel Participation Report

©SHRM ©SHRM 2014 Time Commitment Varies from panel to panel One face-to-face meeting at SHRM Annual Conference & Exposition Four to six virtual meetings/year – 1 hour meetings

©SHRM ©SHRM 2014 Member Point of View As a panel member you might also receive requests to get involved in: SHRM media requests (through SHRM and their local community) Construct assessments for the SHRM e- learning courses SHRM Foundation – effective practices review Provide input on proposed policy standards for draft regulation

©SHRM ©SHRM 2014 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 ($1,215 through April 8) (3) SHRM recertification credits (1) Complimentary registration to any SHRM Specialty Conference (excl. SHRM Annual Conference and Emerging LEAD(HR) following full year of participation and provided panelist meets the participation standards

©SHRM ©SHRM 2014 SHRM Foundation Projects Thought Leadership Initiative Partnership with Economist Intelligence Unit (EIU) Multi-phase program to identify and analyze critical trends likely to impact the workplace in the next 5-10 years. (shrmfoundation.org/shapingthefuture) Opportunity for panel members to participate EIU Themes: Evolution of Work and the Worker (2014) Engaging and Integrating a Global Workforce (2015) Use of Talent Analytics for Competitive Advantage (2016)

©SHRM ©SHRM 2014 Five Key Trends report Panel Members’ Role Review the EIU report Select the top trends Identify ways HR can prepare

©SHRM ©SHRM Projects SHRM Foundation Thought Leadership Project Use of Talent Analytics for Competitive Advantage shrmfoundation.org/ShapingTheFuture Volunteer to review Effective Practice Guidelines Research grants Scholarship applications

©SHRM ©SHRM 2014 SHRM Foundation Projects ure/pages/futoreofhr.aspx

©SHRM ©SHRM 2014 Panelists were quoted in 144 media mentions in 2014 In 2015: SHRM has had 730 media requests On topics ranging from paid leave and other employee benefits to recruiting practices to regulation to employee relations Sharing HR Expertise with Public

©SHRM ©SHRM 2014 Media Coverage

©SHRM ©SHRM 2014 Sharing HR Expertise with Public How Media Relations Works Media Affairs Team gets inquiries from reporters, broadcasters and online producers via 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

©SHRM ©SHRM 2014 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 Sharing HR Expertise with Public

©SHRM ©SHRM 2014 Resources Special Expertise Panel website: Panel Rosters Panel Participation Report Panel Position Description Panel Staff Co-Lead Description Panel Volunteer Co-Lead Description Orientations – recorded webinars and PowerPoints Panel Selection timeline

©SHRM ©SHRM 2014 Resources

©SHRM ©SHRM at a Glance Q1/Q2 Kick off - Foundation Thought Leadership Project – Each panel holds virtual meetings (quarterly minimum) June 18 – Meeting at Annual Conference in Washington, DC (10-5) All Panel meeting Lunch Individual Panel meetings – work on SHRM Foundation Project June 19 – Volunteer Leader Briefing

©SHRM ©SHRM at a Glance Q3/Q4 Foundation Thought Leadership Project Due: Use of Talent Analytics for Competitive Advantage June – 2017 application period open August –2017 application period closes September/October – Selection of 2017 panel members November – Notification to 2017 panel members December – Panel member orientation

©SHRM ©SHRM 2014 Contacts Rachel Rosen, Membership Programs Specialist Laurie McIntosh, SHRM-SCP, CAE, Director, Membership

©SHRM ©SHRM 2014 Thanks for All You Do!