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©SHRM 2012 SHRM Special Expertise Panel Orientation

©SHRM 2012 SHRM Special Expertise Panel Orientation

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Page 1: ©SHRM 2012 SHRM Special Expertise Panel Orientation

©SHRM 2012

SHRM Special Expertise Panel Orientation

Page 2: ©SHRM 2012 SHRM Special Expertise Panel Orientation

©SHRM 2012

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.

Page 3: ©SHRM 2012 SHRM Special Expertise Panel Orientation

©SHRM 2012

2012 Special Expertise Panels

• Ethics/Corporate Social Responsibility

• Global

• Labor Relations

• Workplace Diversity & Inclusion

• HR Technology

• HR Disciplines> Includes representatives in the areas of employee relations, talent

management, compensation, benefits, organizational development and employee health, safety & security

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©SHRM 2012

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.

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©SHRM 2012

Preparing for your Role

Submit:

• Brief bio (one paragraph)

• Complete panel expertise matrix

• Sign acknowledgement form

Submission due date: January 31, 2012.

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Staying Connected

• Meet 4 – 6 times per year virtually

• Meet in-person at SHRM Annual Conference

• Through Social Media – SHRMConnect> Discussions > Posting resources

• Respond to SHRM media requests

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Participation Requirements

• Actively contribute to your respective Panel> Discussion during meetings> Respond to SHRM information requests> Participate in Trends Report (every other year – 2013 is next one)

• Lead or be involved in development of:> Webinar> Speaker’s Bureau speech

IF Panel determines need for such activity

• Submit a Member Participation Report on a quarterly basis

• Attend 75% of panel meetings

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©SHRM 2012

Time Commitment

• Varies from panel to panel

• One face-to-face meeting at SHRM Annual Conference

• Four to six virtual meetings (conference calls/webinars)

• Requests from SHRM staff> Media requests

• Deliverables as determined by panel

• Actively participate in respective SHRM Connect group > Post discussion questions, > Respond to discussion questions> Post resources, etc. of interest to panel members

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©SHRM 2012

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.

• Panel co-lead tenure is the same as noted above.

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©SHRM 2012

Panel Member Benefits

• Opportunity to meet with SHRM Staff• Opportunity to meet with peers• Discount to attend AC + additional discount if you bring your staff• Invitation to Volunteer Leader Reception at Annual Conference• Invitation to the SHRM Partners Reception at Annual Conference• One free non-AC conference registration annually following their full

year of participation and provided they meet participation standards• Profile / article in SHRM online• Letter from SHRM CEO thanking them for engagement• Recertification credit• Name listed in article in the Annual Conference, Conference Daily

Magazine• Co-Lead invited to Leadership Conference to participate in Special

Expertise Panel Leadership Training with Staff Lead in November annually

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Panel Leadership

Ethics

Staff Lead: Elizabeth Bille, Associate General Counsel

Co-Lead; Joyce LeMay

Content Liaison: Nancy Davis, Editor, HR Magazine

Global

Staff Lead: Howard Wallack, GPHR, Director, International Programs

Co-Lead: Tom O’Connor, Esq., GPHR

Content Liaison: Nancy Lockwood, SPHR, GPHR, Manager, HR Content Program

Labor Relations

Staff Lead: Mike Aitken, Vice President, Government Affairs

Co-Lead: TBD

Content Liaisons/Support:

Kathleen Coulombe,

Allen Smith, J.D. Workplace Law Editor

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Panel Leadership

Technology & HR Management

Staff Lead: Chad Houghton, Director, E-Media & Advertising Business Development

Co-Lead: TBD

Content Liaison: Aliah Wright-Warren, Online Editor/Manager

Workplace Diversity & Inclusion

Staff Lead: Shirley Davis, Vice President, Diversity & Inclusion

Co-Lead: Celeste Bethell-Purdie, SPHR

Content Liaison and Support:

Eric Peterson, Director, Diversity & Inclusion

Rebecca Hastings, SPHR, Online Editor/Manager

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Panel Leadership

HR Disciplines

Staff Lead: Susan Bergman, Director, Knowledge Center

Co-Lead: Dave Twitchell

Content Liaisons:

Joanne Deschenaux, Senior Legal Editor (Health/Safety/Security)

Naomi Cossack, SPHR, Manager, Online Content (Employee Relations)

Theresa Minton-Eversole, Online Editor/Manager (OD)

Anne St. Martin, Manager, Express Operations (Talent Mngt)

Steve Miller, Online Editor/Manager (Compensation & Benefits)

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Next Steps

• Watch for requests via email for your bio, picture, acknowledgement and panel expertise matrix

• If you haven’t already heard from your panel staff leader regarding meetings for the year, the information will be coming soon.

• Social Media training via webinar in February• How to effectively leverage SHRM Connect

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©SHRM 2012

THANK YOU FOR ALL YOU DO,

FOR YOUR MEMBERSHIP IN SHRM,

AND YOUR COMMITMENT TO THE HR PROFESSION!

Laurie McIntosh, SPHR, Director, Member Engagement

[email protected]

Robert LaGow, Manager, Volunteer Relations

[email protected]