Twentieth Anniversary Pinnacle Awards Recognize Outstanding HR Programs

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).

1. Wisconsin State Council SHRM -- "One  Day to make a Difference";
2. Indiana State Council of SHRM -- "Partnership with Gleaner's Food Bank BackSacks—Weekend Food for Kids Program";
3. HR/NY (N.Y.)  -- "HR-PRO: HR—Providing Resources to Organizations";
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";
5. Michiana SHRM (Ind.) -- "Future Project Story";
6. Salina Human Resource Management Assn. (Kan.) --"Coping with Community Tragedy - Workplace Violence";
7. Four Corners Human Resource Association (N.M.)  -- "Methamphetamine Pilot Project";
8. Greenville SHRM (S.C.) -- "Workforce Readiness Council"; and
9. 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.

About ADP

Automatic Data Processing, Inc. (Nasdaq: ADP), with nearly $9 billion in revenues and about 550,000 clients, is one of the world's largest providers of business outsourcing solutions. Leveraging over 60 years of experience, ADP offers a wide range of HR, payroll, tax and benefits administration solutions from a single source. ADP's easy-to-use solutions for employers provide superior value to companies of all types and sizes. ADP is also a leading provider of integrated computing solutions to auto, truck, motorcycle, marine and recreational vehicle dealers throughout the world. For more information about ADP or to contact a local ADP sales office, reach us at 1.800.225.5237 or visit the company's website at www.ADP.com.

SOURCE Society for Human Resource Management