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2016Special

Expertise Panel Member

Orientation

Bhavna Dave, SHRM-CPDirector of Talent

SHRM member since 2005

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Thank You!

We can never say it enough….

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AgendaPanel Purpose and Structure

2016 Panels

Preparing for Your Role

Participation Requirements/Benefits

2016 Panel Projects

Resources

Next Steps

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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.

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2016 PanelsEthics and Corporate Social Responsibility

Staff Lead: Nancy Hammer, Senior Government Affairs Policy Counsel

Co-Lead: Phyllis HartmanContent Liaison: TBD

GlobalStaff Lead: Howard Wallack, Director, Global Member ProgramsCo-Lead: Kandice ZemanContent 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

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2016 Panels

Technology & HR ManagementStaff Leads: Vivek Patel Director, Technology Business Services,

Technology Business SolutionsCo-Lead: Victoria KrotzerContent Liaison: Mike Frost

HR DisciplinesStaff Lead: Amy Maingault Director, Knowledge CenterCo-Lead: Vivian RankContent 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)

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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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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

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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.

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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

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Panel Participation Report

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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

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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

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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

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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)

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Five Key Trends reportPanel Members’ Role

• Review the EIU report

• Select the top trends

• Identify ways HR can prepare

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2016 Projects

SHRM Foundation Thought Leadership ProjectUse of Talent Analytics for Competitive Advantage

shrmfoundation.org/ShapingTheFuture

Volunteer to review •Effective Practice Guidelines•Research grants•Scholarship applications

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SHRM Foundation Projects

http://www.shrm.org/about/foundation/shapingthefuture/pages/futoreofhr.aspx

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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

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Media Coverage

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Sharing HR Expertise with PublicHow 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

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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

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Resources Special Expertise Panel website:

Panel RostersPanel Participation ReportPanel Position DescriptionPanel Staff Co-Lead DescriptionPanel Volunteer Co-Lead DescriptionOrientations – recorded webinars and PowerPointsPanel Selection timeline

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Resources

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2016 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

LunchIndividual Panel meetings – work on SHRM

Foundation Project

•June 19 – Volunteer Leader Briefing

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2016 at a GlanceQ3/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

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Contacts

Rachel Rosen, Membership Programs SpecialistRachel.Rosen@SHRM.org

Laurie McIntosh, SHRM-SCP, CAE, Director, MembershipLaurie.McIntosh@SHRM.org

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Thanks for All You Do!