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Corporate Social Responsibility Panel
 

    
 

To serve the professional and advance the profession by providing, for the human resource profession and the SHRM membership via the SHRM staff, current and emerging practices, advice, and expertise on all aspects of corporate social responsibility as it relates to the human resource profession and improving the quality of life of the workforce, their families, and the local community at large.

Content area includes (but is not limited to):

  • Social impact of business decisions
  • Philanthropy, donations to charity, natural disaster relief funds, etc.
  • Global public health standards and practices
  • Global fair labor standards practices
  • Global human rights practices
  • Global environmental practices
  • Monitoring global mandated triple bottom line reporting requirements
  • Business impact on sustainability
  • Supply chain / partners social responsibility
  • Community social causes
  • Encouraging employee volunteerism
  • Socially responsible investments
  • ROI of CSR programs
  • Building the business case for CSR and HR’s role
  • Public relations issues
  • OECD guidelines on CSR
  • ILO guidelines on labor standards
  • ANSI statement on CSR
  • US Council for International Business reporting on CSR

Employee Health, Safety & Security Panel

To serve the professional and advance the profession by providing, for the human resource profession and the SHRM membership via the SHRM staff, current and emerging practices, advice, and expertise on all aspects of HR as it relates to employee health, safety and security in the workplace including all elements surrounding the work environment that expose the organization and /or its employees to risks of any kind.

Content area includes (but is not limited to):

  • Employee Assistance Programs (EAPs) - including financial and legal assistance
  • Drug and alcohol dependence
  • Health and wellness, stress, smoking, mental health
  • Workplace Violence and domestic violence
  • Communicable diseases - SARS, HIV/AIDs, TB, lice, hepatitis, etc.
  • Work issues surrounding Terrorism
  • Immunization
  • Disaster contingency planning
  • Business continuity plans
  • Risk Management
  • Safety issues/OSHA/ergonomics/air quality and other environmental factors
  • Theft and fraud protection
  • Identity theft
  • Polygraph testing
  • Protection of proprietary information/non-compete agreements
  • Reference Checking and Background Investigations
  • Workplace monitoring of phone/video/audio/e-mail/internet as a security function (also under Technology)
Employee Relations Panel

To serve the professional and advance the profession by providing, for the human resource profession and the SHRM membership via the SHRM staff, current and emerging practices, advice, and expertise on all aspects of HR as it relates to maintaining positive employee relations including all issues directly related to the relationship of employees to the organization and to each other, along with those related to maintaining a productive and cohesive work environment.

Content area includes (but is not limited to):

  • Attitude surveys
  • Employee engagement
  • Employee privacy rights - other than monitoring (privacy issues also under technology)
  • Disciplinary issues, termination
  • Turnover
  • Competencies (also Staffing)
  • Performance management
  • Performance contracting
  • Retention
  • Alternative dispute resolution - nonunion
  • Policies and practices/employee handbooks
  • Open door policy
  • Managing difficult employees and difficult situations
  • Creating positive culture
  • Becoming an employer of choice
  • Anti-harassment efforts
  • Work rules - attendance, dress & appearance rules, etc.
  • Employee involvement programs
  • Communication
  • Recognition programs
  • Termination/Resignation
  • Demotion/Transfers
  • Exit Interviews
Ethics Panel

To serve the professional and advance the profession by providing, for the human resource profession and the SHRM membership via the SHRM staff, current and emerging practices, advice, and expertise on ethics as it relates to the realm of HR and business decision-making and behavior that draws more on personal and organizational values rather than on specific legal requirements, and how these behaviors affect the organization.

Content area includes (but is not limited to):

  • Sarbanes-Oxley
  • Whistleblowing
  • Codes of conduct
  • Professionalism
  • Leadership
  • Accountability
  • SHRM Code of Ethical and Professional Standards in HR Management
  • Social Responsibility
  • Charitable work and volunteerism
  • Organizational Values
Global Panel

To serve the professional and advance the profession by providing, for the human resource profession and the SHRM membership via the SHRM staff, current and emerging practices, advice, and expertise on all aspects of HR within the global context - either as a U.S.-based entity dealing with expatriates or as a non-U.S. based entity operating locally or worldwide.

Content area includes (but is not limited to):

  • International HR practices
  • International assignment management
  • International law
  • Local country workplace and employment laws
  • European Union directives on workplace and employment
  • NAFTA labor provisions
  • ROI of international assignments
  • Localization
  • Global relocation
  • Global compensation and benefits issues, global costs of living (also C&B)
  • Global tax and social security issues, pension portability (also C&B)
  • Hazard pay (also C&B)
  • Risk management: kidnapping, emergency evacuations, security issues abroad
  • Selecting staff for global assignments (Also Workforce Staffing)
  • Critical success factors for international assignees
  • Expatriation
  • Expatriate Family Support
  • Repatriation
  • Hiring foreign nationals (also Workforce Staffing)
  • Laws that apply to US countries operating abroad
  • Laws that apply to foreign countries operating in the US
  • Visas, immigration laws US and all countries (also Workforce Staffing and Deployment)
  • Cultural differences and business practices between countries
  • Local country collective bargaining processes, strategies and concepts
  • Local country ethics and customary business practices
  • Effective use of translators and translations
  • Foreign language training
HR Consulting/Outsourcing Panel

To serve the professional and advance the profession by providing, for the human resource profession and the SHRM membership via the SHRM staff, current and emerging practices, advice, and expertise on all aspects of HR as it relates to external providers for long-and short-term human resource and business needs as a viable business alternative to maintaining staff for those functions.

Content area includes (but is not limited to):

  • Cost/benefit analyses
  • Managing the outsourced function
  • Requests for Proposal, vendor selection
  • Managing consulting as a business
  • Consulting qualifications, fee structures, business practices
  • Assessing and marketing consulting skills
  • Professional Employer Organizations (PEOs)
Human Capital Measurement/HR Metrics Panel

To serve the professional and advance the profession by providing, for the human resource profession and the SHRM membership via the SHRM staff, current and emerging practices, advice, and expertise on all methods to quantify all aspects of human resources with the goal of maximizing human capital and supporting business decisions.

Content area includes (but is not limited to):

  • Return on investment of every functional area
  • Needs Assessment, costs, budgets
  • Developing business plans
  • Analyses of all statistical measures
  • Economic measures
  • State of the economy, US and global
  • BLS measures of economy, cost of living, GDP, employment and unemployment rates
  • Scorecards
  • Quality Management
  • International Standards of Operations (ISO9000)
  • Audits
  • Benchmarking
  • Best Practices
  • Intellectual capital
  • HR capital management
  • Knowledge management
Labor Relations Panel

To serve the professional and advance the profession by providing, for the human resource profession and the SHRM membership via the SHRM staff, current and emerging practices, advice, and expertise on all aspects of HR as it relates to the traditional elements of formal labor-management relations and how to effectively manage these elements.

Content area includes (but is not limited to):

  • Contract negotiation/mandatory bargaining subjects
  • Administration of collective bargaining agreement
  • Union avoidance
  • Weingarten Rights
  • Election basics
  • Unfair labor practices/unfair management practices
  • NLRB rulings
  • Union campaigns
  • Union decertification
  • Strike contingency plans
  • Grievances and mediation
  • Labor/management cooperation
  • Public Sector Labor Relations
Organizational Development Panel

To serve the professional and advance the profession by providing, for the human resource profession and the SHRM membership via the SHRM staff, current and emerging practices, advice, and expertise on all aspects of HR as it relates to the overall arrangement of the organization and its functions including both the long-term and short-term identification and development of its human resources.

Content area includes (but is not limited to):

  • Organizational structure/charts
  • Restructuring
  • Mergers and acquisitions
  • Reengineering
  • Strategic planning (also in workforce staffing and deployment)
  • Succession planning
  • Leadership development
  • Career planning/development/paths
  • Employee training and development
  • Cost/benefit relationship of OD and Training
  • Evaluation of OD and Training Initiatives
  • New employee orientation
  • Mentoring
  • Coaching - executive, leadership, management, supervisor
  • Communications - corporate, employee, all
  • Change management
  • Corporate governance
  • Work teams, virtual teams
  • Management development - delegation, etc.
  • Generational issues affecting the workplace
  • Organizational Culture Integration
Staffing Management

To serve the professional and advance the profession by providing, for the human resource profession and the SHRM membership via the SHRM staff, current and emerging practices, advice, and expertise on all aspects of human resources as it relates to identifying and securing human resources to support all business activities.

Content area includes (but is not limited to):

  • Federal, state and local employment laws
  • Title VII, EEO, ADA, ADEA, Veterans Employment, FCRA, WARN, EEOC Uniform Guidelines (most of these also ER)
  • Job Analysis (also C&B)
  • Competencies (also may be Employee Relations)
  • Quantitative analysis required to assess past and future staffing
  • Workforce planning
  • Forecasting
  • Selection, testing reliability and validity of test instruments and tools
  • Medical and drug testing (also HSS)
  • Use and interpretation of selection tests
  • Succession planning (also OD)
  • Recruitment - employee referral, job posting, other practices
  • External Candidate Sourcing
  • Marketing the organization as a great place to work
  • Employment contracts
  • Leased and contingent workers, independent contractors, interns
  • Visa and immigration laws, I-9 forms (also Global)
  • Reference checking, background investigations (also could be Security)
  • Affirmative action/ Federal contract compliance
  • Hiring incentives such as Work Opportunity Tax Credit program
  • Interviewing techniques
  • Relocation practices
  • Orientation programs (also OD)
  • Downsizing/Rightsizing/Reductions In Force/Layoffs
  • Outplacement
  • Severance (also C&B)
  • Turnover (also may be Employee Relations)
  • Employment-at-Will doctrine
Technology and HR Management Panel

To serve the professional and advance the profession by providing, for the human resource profession and the SHRM membership via the SHRM staff, current and emerging practices, advice, and expertise on the use of technology of all types and in all functional areas of human resources in support of human resource and business goals.

Content area includes (but is not limited to):

  • HR Information Systems Management
  • Employee self-service (also C&B)
  • Managing Application Service Providers (ASPs)
  • Security and privacy issues caused by technology (also HSS)
  • Use of intranets as HR delivery system
  • Data Back-up and recovery
  • E-Learning (also OD)
  • Electronic signatures / changes in processes
  • Email policies and practices
  • Monitoring/surveillance (also HSS)
  • Internet Staffing (also Workforce Staffing)
Total Rewards/Compensation & Benefits Panel

To serve the professional and advance the profession by providing, for the human resource profession and the SHRM membership via the SHRM staff, current and emerging practices, advice, and expertise on all aspects of human resources as it relates to all aspects of the compensation and benefit-related tools employers use to attract, recognize and retain workers.

Content area includes (but is not limited to):

  • Cost/benefit analysis for benefit plans
  • Communicating value of total rewards
  • Compensation and benefits plan design - general
Benefits including:
  • Health care
  • Cafeteria/flexible benefits
  • Legally mandated benefits
  • COBRA, ERISA, HIPAA, FMLA
  • Life and other types of insurance
  • Disability management
  • Domestic partner benefits
  • Retirement plans, defined contribution and defined benefit pension
  • Pension portability
  • Administration of leave of all types
  • Other benefits like tuition, flextime, etc.
  • Telecommuting
  • Work/family and work/life programs
  • Outplacement [also included in workforce staffing and deployment]
Compensation including:
  • All FLSA issues
  • Equal Pay Act
  • Comparable worth
  • Federal contractor compensation issues
  • Payroll
  • Unemployment, workers' comp
  • Salary surveys and other external comparisons
  • Developing a pay structure that enhances the goals of the organization
  • Skill-Based Pay/Competency-Based Pay
  • Merit pay/pay for performance plans (performance appraisals under Employee Relations)
  • Budgeting for and auditing compensation programs (i.e. internal equity)
  • Variable Pay -- incentives, bonus plans, stock plans
  • Executive compensation
  • Job analysis, evaluation and descriptions (job analysis also under Workforce Staffing)
  • Group/Team rewards
  • Sales Compensation
  • Deferred income
  • Severance pay (also included in workforce staffing and deployment)
  • Nonmonetary rewards (recognition also under Employee Relations)Board compensation
Workplace Diversity Panel

To serve the professional and advance the profession by providing, for the human resource profession and the SHRM membership via the SHRM staff, current and emerging practices, advice, and expertise on all aspects of HR as it relates to workplace diversity in the workplace including all of the qualities, experiences, and work styles that make individual's unique, as well as how organizations can maximize these qualities in support of business aims.

Content area includes (but is not limited to):

  • Civil Rights Act, EEOC, Uniform Guidelines, ADEA (also Workforce Staffing)
  • Sustaining diversity commitment
  • Conducting diversity surveys (also metrics/measures)
  • Mentoring in a diverse workplace (also OD)
  • Building intercultural skills (also OD)
  • Conflict resolution (also Employee Relations)
  • Interviewing for Diversity (also Workforce Staffing)
  • Stereotyping, prejudice, discrimination
  • Cultural integration
  • Sexual orientation
  • Transsexualism, transgender issues
  • Glass Ceiling
  • Religious differences
  • Race, ethnicity differences
  • Gender, age differences
  • Business case for diversity
  • ADA/Disabilities (also Workforce Staffing)
  • Workforce demographics (also Workforce staffing)
  • Managing Diversity
  • Diversity Training (also OD)
  • Organizational Culture
  • Inclusive Work Environment
  • Employee Networks/Forums/Councils
  • Cultural Relations
  • Individual Differences and Similarities
  • Organizational Capability
  • Emotional Intelligence
  • Structural and Informal Integration of Difference
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