2010 SHRM Pinnacle Award Winner Successful Practice Showcase Webinar Series 1.

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  • 2010 SHRM Pinnacle Award WinnerSuccessful Practice Showcase Webinar Series

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  • HR-PRO: HR Providing Resources to OrganizationsMeeting Community and HR Professionals Needs*Human Resources Association of New York HR/NYPresented by Barbara Adolf, SPHR, CEBS and Suzanne K. Wakamoto, SPHR

  • About HR/NYEst. in 1948 as SHRMs 1st affiliated local chapterChapter represents nearly 2000 members within the 5 boroughs of NYC and the surrounding suburbs32 Committees, Special Interest Groups and Forums*

  • Three Critical FactsIn 2008 - 09, unemployment in NY hit double digits. Many HR/NY members were out of work.Social service agencies that provide vital services were losing grant money and downsizing staff. Many agencies had little or no HR presence.

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  • The Right Place The Right TimeHR/NY Board Member Barbara Adolf worked with the Federation of Protestant Welfare Agencies (FPWA), an umbrella nonprofit for NYC non-profit social services agencies. She saw: A growing need for among member agencies for HR help and An opportunity for HR professionals in transition to perhaps meet this need.

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  • Our PartnerFederation of Protestant Welfare Agency (FPWA) provides services to about 200 members -- social service agencies based in New York City. Agencies provide support to people in poverty, people with HIV/AIDS, children/adults with disabilities, the homeless, senior care, child welfare, soup kitchens etc.

    FPWA Membership Services include:Advocacy program to NYC and NYS governmentsGroup Purchasing Program that helps keep their costs downMeetings, newsletters, alerts to help member agencies stay on top of key issues and needsHR-PRO is now considered a member service

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  • Finding Like-Minded LeadersChapter Support From the beginning HR/NY leadership provided critical support for the program as a pilot.

    Leadership Committee (LC) Formation Committee has grown from 3 to 6 membersFirst meeting 12/08Brainstormed, conducted research, began designing a program.

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  • The Brainstorm What we knew: Goal - to match specific needs for HR support among social service agencies with HR/NY colleagues in transition.What type of volunteer program would best serve both populations?One-on-one projects to address individual agency needsWorkshops for general trainingWhat else should we consider? How do other volunteer programs work?Legal implications of this type of program?How long should consultancies be?How to assess volunteers knowledge and Agency needs?How to match volunteers with agencies?Types of workshops to conduct? How to track projects?How to determine success of each consultancy/workshop?How to market the project to members and to agencies?*

  • Creating a Name & Defining the MissionHR-PRO: HR Providing Resources to Organizations

    Mission: Est. January 2009, Program began March 2009To provide New York Citys nonprofit social service organizations that have limited HR expertise with volunteer assistance from HR/NY members to help these organizations meet their HR needs.

    To provide HR/NY colleagues with: means to reach out and assist our local community, opportunity to stay active in the field while in transition, and chance to work with and assist other HR/NY professionals in rewarding projects.

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  • Creating MaterialsOrganization Profile: Detailed information about the agency including its most pressing HR needsProject Agreement Form: Created with assistance from an attorney member of HR/NYTracking System: Follow up notes/progress reports for each active agency interview the client and the consultantFeedback Forms

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  • Testing the WatersAt HR/NY Special Interest Group (SIG) meetings we shared the idea with members.FPWA shared information about HR-PRO with member agencies at FPWA events and in written materials, e.g., the newsletterGot very positive reactions.May 19, 2009 initiated first Orientation22 volunteers went through Orientation Participants expressed strong desire to participate to help the agencies in need.

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  • HOW HR-PRO WORKSRoles ResponsibilitiesThe ProgramTypical AssignmentsWorkshop Topics and Design

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  • Leadership Roles & ResponsibilitiesLeadership Committee (LC) oversees HR-PROCommittee meets twice monthlyConducts orientation with consultants (HR/NY volunteers) Maintains and manages data from consultants and organization recipients, e.g., matches consultants with agenciesServe as Project Managers, monitoring and troubleshooting projectsDesigns workshops, identifies presentersSolicits ongoing feedback/evaluation of the services.

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  • Volunteer Consultants: Roles & ResponsibilitiesRegister with HR-PRO Complete the HR-PRO Volunteers Survey -- identifies skills, knowledge and interests. Email resume to LC -- provides background information and practical experience.Data kept on the HR-PRO website, available only to the LC Committee. One-on-One ConsultanciesWork with Agency on a project.Provide regular progress/feedback to Project Manager on that project.WorkshopsWork with LC to create content and presentationTrack and submit hours spent on projects.*

  • The ProgramFPWA agencies contact FPWA Director of Member and Faith Based Services. FPWA Director or HR-PRO LC member interviews the agency -- creates the Agency Profile. Agency Profile includes basic information, HR needs and the presenting issue. LC identifies volunteer consultants that match the need, contacts them and connects them with the appropriate agencies.

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  • The ProgramVolunteer Consultant meets with the Agency and determines the scope of work.Throughout the project, a member of the LC acts as Project Manager, checking in regularly with consultant and client and tracking project activities. Upon completion, Project Manager follows-up with both the consultant and the Agency.

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  • Typical AssignmentsReview of employee handbookHR AuditSetting up the HR departmentOngoing coaching of HR managerTraining on group processAssistance with compliance of HIPPAHelp implementing and communicating new policy requiring employee contributions to health care planCompensation analysisAssistance in closing an agency

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  • Workshop Topics and DesignBased on needs of the agenciesInitial workshop: Downsizing: Human Resources Challenges, Issues and Answers Series: Lifecycle of the EmployeeI: Getting Them There (Recruitment)II: Critical Benefit IssuesIII: Performance ManagementPresenters HR/NY members with special expertiseScheduled 3 per year

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  • DID THE PILOT WORK?OutcomesTestimonialsSuccess FactorsChallengesSurprisesThe Future

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  • OutcomesSince March 2009 HR-PRO worked with 21 agencies individually.

    Including those attending workshops, we have worked with 45 agencies. *

  • Agency Testimonials

    Project: Job Evaluation [Our volunteer consultant]has been so wonderful!..She has gotten us to the point where we needed to beShe has been right spot on. First I needed someone to help us organize then to keep us focused and on task [Consultant] did a plan and helped us stick to She was good very professional, respectful. I really appreciate the follow up and the service. It was very valuable for us. Project: Compensation Analysis [Consultant] helps me through talking and working together. Its good to have someone to bounce ideas off who is very experiencedShe is the perfect HR person.

    Project: Employee Handbook: The consultant brought the handbook up to date and updated the agencys HR policies. She helped me a lot She streamlined what I was doing.*

  • Consultant TestimonialsProject: Job Descriptions, Performance Reviews & TrainingIt is a terrific program. You have a sense of double satisfaction in helping out a wonderful organization and also having a chance to use your HR skills to complete an interesting project. I work in a different environment I really enjoyed getting to know the people who do this work. VP, Human Resources

    Project: Agency shutdownIt was rewarding to be able to offer guidance to a staff that were undergoing a painful experience. - Director HR & Administration

    Project: Volunteer Orientation I still remember all the details of our kickoff meeting. It was a pleasant evening and career-turning event in my life!- HR-PRO Committee Member

    Project: FLSA/CompensationHaving been unemployed for some time now it was great to be able to do some real HR work and know it helped an organization that provides such great services to the community.- HR Professional in transition

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  • Workshop FeedbackAverage Workshop ratingVery Helpful: 73.8% Helpful: 26.2%Not Very Helpful: 0%Unhelpful: 0%

    What, if anything, will you be doing differently as a result of this workshop?Develop better job descriptions, make a set of required documents for each new staff and improve recordkeeping for the organization.Share information with upper management. Do a safety/violence assessment at my workplace.Almost everything! I intend to go back, share with the executive staff, review and hopefully use the sample forms, and get help from my HR-PRO consultant in developing an effective structure for a Performance Evaluation system.

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  • Success Factors*Identifying good matches Expertise and enthusiasm of volunteer consultantsResponsiveness and appreciation of client agencies = Bonding with HR-PRO ConsultantsMonitoring the projects troubleshooting when necessaryEnthusiasm and commitment of the Leadership Committee

  • RecognitionIn addition to the Pinnacle Award:Awarded FPWAs Keystone Award for service to the New York City social service community.HR/NY Breiger Award for most valuable contribution to HR/NY.Received recognition from Community Training and Employment Resources (CTER).Due to 2009-2010 pilot years success, program elevation to full HR/NY committee status with Board reporting responsibility.

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  • What We Learned Along the WayThere are a multitude of ways to work with the agencies.We can also provide volunteers with development opportunities.It is better to have fewer forms to complete.The program not only suits those in transition; many of our volunteers hold down a full-time job.*

  • Responses to the Challenges: Plans for the FutureAgencies overloaded with other demandsConsultants having to drop outInability to find appropriate projects for some consultantsLC team members having to pull away at times if too busy with own workTime demands on the LCContinue following up with the agencies dont give up!

    *Provide opportunities to partner with other consultants to gain new skills. Be prepared to step in/back each other up as needed. Increase use of systems and technology. Keep the pipeline full

  • Knowledge is one of the few things in life that we can give away and still keep.

    The HR-PRO program is a bridge between our colleagues and our community that provides opportunities for knowledge exchange and contribution.*

  • *Thank You!

  • Pinnacle Awards Programhttp://www.shrm.org/Communities/VolunteerResources/ResourcesforChapters/Pages/award_info.aspx*

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