1. ©SHRM 2014 SHRM Confidential 1 ©SHRM 2014 SHRM Regional Council Business Meeting SHRM Seminars Jeanne Morris, Director Educational Programs Bhavna Dave Director of Talent SHRM member since 2005 February 6 – 7, 2015 Hyatt Regency Miami Miami, Florida

2. ©SHRM 2014 SHRM Confidential 2 ©SHRM 2014 SHRM Seminars – Spring 2015 Schedule Chapter Partnerships SHRM Headquarters Alexandria, VA Ft. Lauderdale, FL March 30- April 1 HR Palm Beach HRA Broward Co. Boston, MA April 8-10 NEHRA New York, NY May 11-13 Chicago, IL May 4-6 Chicago SHRM Seattle, WA May 18-20 Seattle SHRM Lake Washington HRA South King HRA SMA Seattle Denver, CO April 20-22 Mile High SHRM

3. ©SHRM 2014 SHRM Confidential ©SHRM 2014 3

4. SHRM Confidential 4 ©SHRM 2014 SHRM Seminars – New Programming Aligned to the Competency Model SHRM Seminars utilize experiential learning to shift from the “what” to the “how” to apply knowledge for successful job performance. New Programs include: Communication and Credibility for HR Professionals Talent Management Series Expanding Your Influence: A Coaching Experience for Emerging Leaders Workforce Planning Strategies to Support Organizational Needs Conflict and Relationship ManagementCreating a Talent Acquisition Strategy HR’s Role in Employee Learning & Development Succession Planning

5. ©SHRM 2014 SHRM Confidential 5 ©SHRM 2014 Aligning SHRM Seminars to Competencies Steps taken to identify the appropriate top 2 (primary/secondary) competencies for each of the SHRM ® Seminars: Explore course objectives and critical tasks Compare critical tasks to HR Expertise Functional Areas (FA) Review FA responsibility statements and knowledge topics to determine correct alignment Compare critical tasks to SHRM behavioral competency definitions and key behaviors. Examine the courses against the behaviors and career levels listed in the SHRM Competency Model (2012) presentation

6. ©SHRM 2014 SHRM Confidential 6 ©SHRM 2014 Critical Course Tasks HR Expertise Functional Area Responsibility Statements HR Expertise Functional Area Behavioral Competency – Key Behaviors Behavioral Competency Design a compensation philosophy and structure that aligns with an organization’s mission and vision Designing and implementing appropriate pay, benefit, incentive, and separation/ severance systems and programs Total RewardsDeveloping HR business strategies to drive key business results Business Acumen Making sound decisions based on evaluation of available information Critical Evaluation Conduct a workforce analysis Analyze current jobs in the organization Perform accurate job analyses and evaluations Total RewardsGathering critical information. Critical Evaluation Compare jobs to market data to determine pay bands Complying with compensation and benefits practices, laws, and regulations Total RewardsAnalyzing large quantities of information from research and practice Critical Evaluation SAMPLE: Mapping Critical Tasks to Competencies Compensation Essentials

7. ©SHRM 2014 SHRM Confidential 7 ©SHRM 2014 Critical Course Tasks HR Expertise Functional Area Responsibility Statements HR Expertise Functional Area Behavioral Competency – Key Behaviors Behavioral Competency Demonstrate effective internal consulting skills to: Consulting on important workplace issues with key stakeholders Employee Engagement Listening to business leaders’ challenges Consultation Support the strategic drivers of the organization Consulting on, planning, and designing organizational structures that align with the effective delivery of activities in support of the achievement of organizational strategy Organizational Effectiveness & Development Applying creative problem-solving to address business needs and issues Consultation Aligning HR strategy, goals, and objectives to overall business strategy and objectives Business Acumen Support the financial drivers of company performance Aligning HR strategy, goals, and objectives with overall business strategy and objectives, to drive business results Business & HR Strategy Identify opportunities to provide HR and business solutions that maximize ROI for the organization Consultation Demonstrating fluency in the language of business administration as used by senior leaders Business Acumen SAMPLE: Mapping Critical Tasks to Competencies HR Business Partners

8. ©SHRM 2014 SHRM Confidential 8 ©SHRM 2014 Critical Course Tasks HR Expertise Functional Area Responsibility Statements HR Expertise Functional Area Behavioral Competency – Key Behaviors Behavioral Competency Influence and collaborate with people at all levels of an organization Evaluating and influencing workplace cultures and norms that allow for collaboration and effectiveness Employee Engagement Developing strategic relationships with internal and external stakeholders Relationship Management Build cross-cultural relationships and partnerships Global & Cultural Effectiveness Manage conflict strategically Recognizing and eliminating barriers to organizational development and effectiveness Organizational Effectiveness & Development Creating conflict resolution strategies and processes throughout the organization Relationship Management Leverage employee strengths Ensuring that equability for all internal and external stakeholders is considered when designing Diversity & Inclusion Working effectively with diverse cultures and populations Global & Cultural Effectiveness SAMPLE: Mapping Critical Tasks to Competencies Expanding Your Influence: A Coaching Experience for Emerging Leaders

9. ©SHRM 2014 SHRM Confidential 9 ©SHRM 2014 Thank You!