ALEXANDRIA, Va., Nov. 20, 2010 /PRNewswire-USNewswire/ -- The
Society for Human Resource Management (SHRM) yesterday presented
nine member organizations from Florida, Indiana, Kansas, Louisiana, New
Mexico, New York,
South Carolina, and Wisconsin with the 2010 SHRM Pinnacle Award,
the highest honor given to SHRM chapters and state councils.
Recipients of the 2010 award created programs to address a range
of issues impacting workers and communities such as onboarding a
new mayor's staff, alleviating worry surrounding poverty and
childhood hunger, workforce training for those recovering from
methamphetamine addiction, and unemployment among HR
professionals.
Created in 1991 and now in its 20th year, the SHRM Pinnacle
Award recognizes outstanding HR leadership in creating initiatives
and programs that solve local workforce staffing challenges in
communities across the country. The award also honors programs that
surpass the standard activities of SHRM affiliates in enhancing the
development of effective HR management.
"Each year, the Pinnacle Award reminds us that SHRM's councils
and chapters are its greatest source of creativity and leadership,"
said SHRM Interim President and Chief Executive Officer
Henry G. Jackson. "For 20 years,
SHRM Pinnacle Award winners have provided chapters, councils, and
employers across the country with models of programs that most can
recreate in their own communities."
Each winning program received a $1,000 prize during the SHRM Leadership
Conference held in Arlington, Va.
The 2010 awards are sponsored by ADP, Inc.
"ADP congratulates this year's SHRM Pinnacle Award winners for
their innovation and leadership in addressing workforce
challenges," said Benito Cachinero,
ADP Corporate Vice President of Human Resources. "These
organizations share ADP's commitment to HR management with a strong
focus on creating employment opportunities and advancements
in local communities."
The nine 2010 SHRM Pinnacle Award winners are:
(See next page for brief descriptions).
- Wisconsin State Council SHRM -- "One Day to make a
Difference";
- Indiana State Council of SHRM -- "Partnership with Gleaner's
Food Bank BackSacks—Weekend Food for Kids Program";
- HR/NY (N.Y.) -- "HR-PRO: HR—Providing Resources to
Organizations";
- Human Resources Management Association of Greater New Orleans (La.) -- "A Seat
at the Table: HR's Role in the Hon. Mitch
Landrieu's Mayoral Transition";
- Michiana SHRM (Ind.) -- "Future Project Story";
- Salina Human Resource Management Assn. (Kan.) --"Coping with
Community Tragedy - Workplace Violence";
- Four Corners Human Resource Association (N.M.) --
"Methamphetamine Pilot Project";
- Greenville SHRM (S.C.) -- "Workforce Readiness Council";
and
- Space Coast Human Resource Association (Fla.) --
"Advancing the Profession to "Generation Next."
The winners were selected from more than 50 applications. For
additional information about the SHRM Pinnacle Award, visit:
http://www.shrm.org/Communities/VolunteerResources/ResourcesforChapters/Pages/award_info.aspx.
Brief descriptions of the winning programs are below.
2010 PINNACLE AWARD WINNER PROFILES
1. Wisconsin State Council SHRM (Wis.)
"One Day to make a Difference"
The Wisconsin State Council created a program to connect the
state chapters and HR professionals with service opportunities
within their local communities for a weekend of service in
June 2010. Twelve local SHRM chapters
in Wisconsin enlisted over 265 of
their members to provide service within their local community, and
over a dozen organizations were assisted. Services provided
included workforce readiness activities, manual labor, food service
and fundraising for charities.
2. Indiana State Council of SHRM (Ind.)
"Partnership with Gleaner's Food Bank BackSacks—Weekend
Food for Kids Program"
The Indiana State Council and Gleaner's Food Bank developed a
partnership to provide backpacks, food and monetary donations. The
program provides a backpack for each child attending a Kids Cafe.
Every week on Thursday or Friday afternoon, children receive a sack
of food to take home with them for the weekend. The food is
nutritious and "kid friendly." The BackSacks not only ensure that
each child has enough to eat over the weekend, but they help defray
the parent's grocery bills. This is the second year for the
partnership, which has been instrumental in providing backpacks and
food for Indiana's hungry
children.
3. HR/NY (N.Y.)
"HR-PRO: HR—Providing Resources to
Organizations"
During the economic downturn, New York
City-based social service nonprofits struggled through
challenging HR issues, often without a HR professional on staff.
Despite these internal challenges, the agencies provided critical
services to the community, including child welfare, senior care,
and support for AIDS patients, homeless adults and homeless
children. The HR-PRO program was a "win-win" for non-profits and
chapter members, as HR/NY members in transition due to the economic
downturn could serve as volunteer consultants, enabling them to
continue using their HR skills and knowledge while giving back to
the community. In addition to helping 25 nonprofits to date, the
program provides chapter members with a means to assist their local
community; the opportunity for professionals in transition to stay
active in the HR field; and a chance to continue to develop HR
skills and knowledge.
4. Human Resources Management Association of
Greater New Orleans (La.)
"A Seat at the Table: HR's Role in the Hon.
Mitch Landrieu's Mayoral
Transition"
In February 2010, HRMA-New Orleans
was asked by the transition team for the newly elected Mayor
Mitch Landrieu to help set up an
initiative to recruit, evaluate, select and onboard candidates for
approximately 250 civil service positions for the City of New Orleans in less than 12 weeks. It
was important to identify world-class talent for city management,
and to ensure a seamless transition to minimize interruption of
city services. HRMA volunteers provided guidance to transition team
leaders on an independent, nonpolitical basis regarding HR issues,
and also recommended that the transition team secure paid,
professional HR expertise to meet their needs. As a result, the
transition team was able to collect over 1,500 applications from a
diverse pool of qualified candidates and identify a large number of
the 250 appointed positions in time for the inauguration on
May 3, 2010.
5. Michiana SHRM (Ind.)
"Future Project
Story"
The Michiana SHRM Chapter partnered with St. Joseph County
Bridges Out of Poverty in their effort to reduce the economic
hardships and the high rate of women continuing the cycle of
poverty in their region. Chapter members join the Chamber of
Commerce, Teachers Credit Union, Memorial Hospital, Ivy Tech Community College and seven other agencies
to provide workshops so people from generational poverty can
explore the impact of poverty in their lives, build positive
relationships with the business community (Allies), learn
self-advocacy skills and practice the rules and norms of economic
class. In the process, Allies deepen their knowledge and awareness
of poverty and its damaging effects on individuals and our
community.
6. Salina Human Resource Management Assn.
(Kan.)
"Coping with Community Tragedy - Workplace
Violence"
A tragedy happened in Salina,
Kansas on October 8th, 2009
when a double homicide occurred in an area workplace. After
assessing the needs of its members, the Salina Human Resource
Management Association (SHRMA) adopted education on workplace
violence as a major initiative for 2010. SHRMA collaborated with
the Salina Police Department, the
City of Salina and the
Kansas Highway Patrol to provide
an educational seminar free for attendees. In addition to the live
seminar, SHRMA underwrote the production expenses for a DVD.
Proceeds from the sale of this low-cost training tool will be used
for a future SHRMA community initiative. The seminar will air
numerous times on the local public access television station to
reach as many people as possible in efforts to continue with
Salina's "Coping with Community
Tragedy" program.
7. Four Corners Human Resource Association
(N.M.)
"Methamphetamine Pilot
Project"
The Four Corners Human Resource Association partnered with the
New Mexico Workforce Connection to work on the Methamphetamine
Pilot Project (MPP), a unique national pilot program that works to
bring together community resources to address methamphetamine
addiction for women. The groups work to provide workforce readiness
training and support for the clients. Their role is to assist the
incarcerated clients with understanding the hiring process; coach
them on exploring career opportunities that match their strengths;
provide constructive feedback through a mock-interview process; and
refer them to available workforce resources with the ultimate goal
of finding suitable employment.
8. Greenville SHRM (S.C.)
"Workforce Readiness
Council"
Greenville SHRM established the Workforce Readiness Council
(WRC) to support the South Carolina Education and Economic
Development Act (EEDA), also known as Personal Pathways to Success.
The objective of Personal Pathways to Success is to provide
educational and career planning resources that bring together all
South Carolinians—students, parents, educators, adult job seekers
and employers. The Workforce Readiness Council established a
partnership between businesses and education organizations that
would be effective in helping students develop skills needed in
today's job market; strengthened collaboration and coordination
between existing community partners in government, business and
education for the most effective use of resources; and promoted the
use of South Carolina's WorkKeys
assessment system by educating employers on the benefits WorkKeys
offers in hiring and promoting employees with skills needed to be
effective on the job.
9. Space Coast Human Resource Association
(Fla.)
"Advancing the Profession to "Generation Next"
The program was created to capture high school students
transitioning to college while facilitating the advancement of
entry-level practitioners into the profession. There is a
recognizable generation gap between seasoned HR professionals and
those currently entering the field. The workplace needs that are
being identified by new grads differ from those identified by the
seasoned professionals. In order to be efficient "change agents,"
it is necessary for current HR professionals (seasoned or not) to
tap into the thoughts and creative ideas of the targeted generation
(Generation Next). Instilling an interest in human resource
management at the high school level not only ensures that this
generation will promote their creative ideas but also that these
ideas will enhance the human resource profession.
About the Society for Human Resource
Management
The Society for Human Resource Management (SHRM) is the
world's largest association devoted to human resource management.
Representing more than 250,000 members in over 140 countries, the
Society serves the needs of HR professionals and advances the
interests of the HR profession. Founded in 1948, SHRM has more than
575 affiliated chapters within the United
States and subsidiary offices in China and India. Visit SHRM Online at
www.shrm.org. Follow us on Twitter at:
SHRMPress.
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SOURCE Society for Human Resource Management