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

2. Thank You!
We can never say it enough….

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

4. 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.

5. 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

6. 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

7. 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

8. 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

9. Resources

10. 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

11. 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

12. 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.

13. 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.)

14. 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

15. Panel Participation Report

16. 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

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

18. 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 ( )
Workplace gender equity issues ( )
Integrating individuals with disabilities into the workforce ( )

19. 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

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

21. 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

22. 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

23. 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!

24. 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

25. 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

26. 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

27. Sharing HR Expertise with the Public
SHRM Media Affairs
Sharing HR Expertise with the Public
Sundra Hominik Vanessa Hill
Kate Kennedy
; Mobile:

28. 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.

29. Media Coverage

30. 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 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

31. 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

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

33. 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

34. 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

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

36. Thanks for All You Do!