2015 SHRM Foundation Impact Report

SHRM FOUNDATION 2015 impact REPORT

table of contents01 thank you02 by the numbers04 scholarship recipients14 award recipients20 research grants22 published products24 thought leadership26 thought leaders events28 chapters and state councils30 leadership circle recognition32 sponsors34 board of directors

The SHRM Foundation’s success is made possible by individuals, chapters, state councils and organizations like you that believe in the importance of shaping the future of HR. With your support in 2015 the SHRM Foundation was able to award 145 scholarships to deserving HR professionals and students, publish educational resources, further HR research and advance thought leadership. The SHRM Foundation proudly presents this report, which details the impact of your donations through stories and a listing of those who have helped us achieve our mission over the last year.thank you

3,353 2,672 donations from: individuals 508 chapters 51 state councils 9 sponsors 50 states 37 countriesby the numbers

initiatives:donation funded4 6 research innovation awardgrants funded winners   11 145 scholarshipseducational resources awarded developed   BY THE NUMBERS 03

UNDERSTANDING THE FINANCIALSTRESS OF EDUCATION, THE SHRMFOUNDATION IS COMMITTED TOPROVIDING SCHOLARSHIPOPPORTUNITIES TO HR STUDENTSAND PROFESSIONALS, ALLOWINGTHEM TO FOCUS ON LEARNING,LEADING AND VOLUNTEERINGscholarship recipients

UndergraduateScholarships $2,500Larry Burk Memorial Undergraduate ScholarshipCorinne N. Smith, University of Texas, San AntonioLisa Burke Undergraduate ScholarshipAlejandra Solares de la Campa, Meredith CollegeLibby Sartain Undergraduate ScholarshipTwylla Stone, Cleveland State UniversityUndergraduate Academic ScholarshipsGwyn M. Dubel, Baldwin Wallace UniversityBurgandy L. Mallinger, University of Minnesota, DuluthKristjan M. Thorlacius, Bemidji State UniversityGraduateScholarships $5,000National Academy of HR FoundationGraduate ScholarshipGerrard C. Roberts, University of South CarolinaGraduate Academic ScholarshipTessly A. Dieguez, Florida Institute of TechnologyAssurance of LearningAssessment Scholarships ($200)Amelia R. Allen, Texas A&M University, College StationCasey L. Crutcher, Regent University SCHOLARSHIP RECIPIENTS 05

130 HR Professionals ReceiveAcademic and Certification ScholarshipsThe SHRM Foundation believes in the potential of HR professionals.Scholarship recipients are international and domestic professionalswho are advancing their careers through SHRM certification andacademic studies.2015 SHRM Foundation Professional ScholarshipsNorth Central RegionMonica Abair IN CertificationMichael Atkins INHeather Bagshaw, PHR, SHRM-CP IN CertificationKelsie Beckfield WIRachael Brady WI CertificationEricka Carbis ILJennifer Castle MN CertificationElizabeth Cooper IASherry Cummins, CMP, CMM MI CertificationCheran Davis MIAl Ahzar Edwards, PHR OH CertificationMaria Gaffney IAKim Garske WI AcademicBrenda Hemlin-Lehmann MI Certification Sara Rynes Certification Scholarship Certification Certification Academic Certification Certification -continued06 SCHOLARSHIP RECIPIENTS

Tiara Hicks IN CertificationCheryl Hughes IN AcademicElizabeth Johnson MI CertificationCindy Krekelberg, SHRM-SCP, SPHR SD CertificationAnna Marie MacDonald IL CertificationTracy Mace WI CertificationDiana Martinez, MBA, HRM IN CertificationNicole Roach IL CertificationTanya Shafer SD CertificationAnn Steward OH SHRM Partners Certification ScholarshipOmega Szweduik MI CertificationJamie True MN CertificationNancy Wraight, SHRM-CP, PHR IL Jim Schultz Certification ScholarshipSheree Yates, SHRM-CP, PHR WI AcademicBlackhawk HRA WI Certification“ Raised in a low-income household with only one working parent, I would not be able to attend college without the aid of scholarships. The SHRM Foundation scholarship provided me the opportunity to continue my education with more ease, helping me build a successful career in HR.”–Gwyn Dubel, Baldwin Wallace University, SHRM Foundation academic scholarship recipient SCHOLARSHIP RECIPIENTS 07

2015 SHRM Foundation Professional ScholarshipsNortheast RegionGrace Beasley, SPHR NJ AcademicJennifer Brennan PA AcademicMelissa Brown ME CertificationDeborah Byrd NY CertificationMarielle Campbell NY CertificationEliot Davis NH SHRM Partners Certification ScholarshipAlysson DuPont MD Sara Rynes Certification ScholarshipAmy Ehrhart PA CertificationKimberly Graham MD CertificationJudith Griffin PA CertificationCynthia Hockenbur MD CertificationTanya King PA AcademicRachel Little MD CertificationStacy Lombardi, SHRM-CP NJ SHRM Partners Certification ScholarshipVeronia Mayes, MHRM NJ CertificationRosa Mesa MD CertificationNancy Minson RI CertificationJulie Moore PA CertificationDanielle Ring, SHRM-CP, PHR, FPC VT AcademicKallee Stein NY CertificationAdriana Valencia RI CertificationSteven Wight CT CertificationJill Zweigbaum NY CertificationHuman Resource Association of NJ CertificationSouthern New Jersey NY CertificationLong Island Chapter08 SCHOLARSHIP RECIPIENTS

Receiving this scholarship shows me that hard work pays off and that my commitment to education, helping others and HR“is worth pursuing.” –Burgandy Mallinger, University of Minnesota, Duluth, SHRM Foundation academic scholarship recipient2015 SHRM Foundation Professional ScholarshipsPacific West RegionCarol Anderson ID CertificationCynthia Bene OR Jim Schultz Certification ScholarshipAlicia Budahl AK AcademicCharmaine Endicott OR CertificationNatalie Freitas CA CertificationDewey Goering MT 3M Certification ScholarshipKatie Graham OR AcademicPamela Haggins CA CertificationBhavani Hunter WA CertificationMalaika James NE AcademicJessica Robinson CA CertificationJennifer Roe WY CertificationLisa Snively OR SHRM Partners Certification ScholarshipPatricia Steet CA CertificationJerl Mark Tolentino CA CertificationAileen Trilles WA CertificationCristina Upton WA CertificationChandra Wilson OR CertificationFrontier Human Resource WY CertificationAssociation SCHOLARSHIP RECIPIENTS 09

“This scholarship is important not only for the monetary support it provides, but also because it demonstrates the SHRM Foundation’s commitment to today’s graduate students, creating a community of tomorrow’s leaders and innovators in the HR profession.” –Tessly A. Dieguez, M.S., Florida Institute of Technology, SHRM Foundation academic scholarship recipient2015 SHRM Foundation Professional ScholarshipsSoutheast RegionBlanca Aspera TN CertificationAntoniette Bates SC CertificationMelissa Bello Sumner GA Talent Connections, LLC Certification ScholarshipTanisha Bradord MS CertificationSondra Brown GA CertificationSamantha Chittum TN SHRM Partners Certification ScholarshipGregory Criste GA CertificationFrancesca Harris GA CertificationShonnia Houston GA AcademicPaula Humber FL CertificationTammy Keller KY CertificationDonna Marshall, PHR, SHRM-CP MS AcademicHeather Miesen DC CertificationBevetta Morton GA Career Spa, LLC Certification Scholarship -continued10 SCHOLARSHIP RECIPIENTS

Keisha Morton VA AcademicPriscilla Ocasio NY CertificationZeynep Portway FL CertificationSaquisha Ray KY CertificationBeverly Riddle VA Virginia SHRM State Council CertificationSegomotso Seferian ScholarshipDebbie Smith DC CertificationPaige Stockton SC CertificationTrucMai Tran GA CertificationVirginia Traver FL CertificationLatanja Wright, MA FL CertificationAlvin Tucker SC CertificationSumter Human Resource AL Academic and CertificationManagement Association SC Certification“In the workplace I am an advocate for all employees, thosewith a Ph.D. and those with a GED, from entry-level to executive”employees. The SHRM Foundation serves as my advocate andmy support—giving me opportunities to excel so I can provideopportunities to others. –Jennifer Williams, SHRM-SCP, SHRM Foundation certification scholarship recipient SCHOLARSHIP RECIPIENTS 11

2015 SHRM Foundation Professional ScholarshipsSouthwest Central RegionJessica Adams TX AcademicEsther Bustamant TX CertificationJames Callender LA AcademicErin Davison, MBA LA CertificationMark Dispenza LA CertificationMia Edwards TX CertificationRisa Esterly-Wessbecker CO CertificationJocelyn Franklin TX CertificationRita Gravel OK CertificationYletha Hart OK CertificationAnnie Higgins LA CertificationLisa Hyshaw TX CertificationSherry Jackson OK CertificationKaren Johnson UT CertificationVonswayla Lanier, MSHRM TX CertificationEugenie Leggio LA CertificationCrystal Malchose KS AcademicWendy Oviedo TX CertificationHillary Palmer AR CertificationJune Rizzo KS CertificationCraig Ruhl KS AcademicDebra Sherling TX CertificationRobert Skinner AR CertificationMichael Straub LA SHRM Partners Certification ScholarshipTom Swenk, SHRM-CP, PHR NMJennifer Williams TX CertificationBrazos Valley SHRM TX 3M Certification Scholarship Certification12 SCHOLARSHIP RECIPIENTS

Five Members Receive Scholarships to Attendthe SHRM Annual Conference & ExpositionNew for 2015, the SHRM Foundation awarded conference scholarshipsfor HR professionals who have been unable to experience the SHRMAnnual Conference due to a lack of financial support.Jonathan DeArmond, North Central regionRonda Gress Wakefield, Pacific West regionCindy King, Northeast regionEdna Lugo, Southwest Central regionJatisha Marsh, Southeast region–SHRM Annual Conference and Exposition scholarship recipients.2015 SHRM Foundation Professional ScholarshipsInternationalAlma Veronia Castaneda Sauza Mexico AcademicAbiodum Wilhelm Nigeria Certification SCHOLARSHIP RECIPIENTS 13

THE SHRM FOUNDATIONRECOGNIZES STUDENTS,PROFESSIONALS, ACADEMICSAND ORGANIZATIONS THAT WORKTO ADVANCE THE HR PROFESSIONaward recipients

Four Students Receive Dissertation AwardsThe SHRM Foundation, in partnership with the Academy of Management’s HRDivision, presents four $5,000 awards each year to support promising doctoralcandidates in their dissertation research. 2015 recipients are:Federica De Stefano, Bocconi University Pingsui Li, University of KansasJae Eun Lee, Cornell University Arieh Riskin, Tel Aviv UniversityHRM Impact Award –Bank of America representatives accept their award.The SHRM Foundation, in partnership Huntington Bank, for “VOICE Colleaguewith SHRM, the Society for Industrial Engagement Survey,” a survey createdand Organizational Psychology (SIOP) to measure organizational culture,and the SIOP Foundation, presents colleague brand, colleague engage-the HRM Impact Award annually to ment, turnover and linking those areasrecognize organizations using success- to overall organizational performance.ful, evidence-based HR management Through this survey, Huntington Bankpractices. was able to identify seven turnover risk factors and tailor efforts to addressThe following two organizations employee engagement.received awards in October 2015:Bank of America, for the “UniversityFit Pre-Hire Assessment,” an innovative,custom assessment and realisticjob preview, which is based on acomprehensive job analysis. Thisassessment process, implemented in2014, resulted in reduced candidateassessment time, more engagingand informative candidate experience,increased new-hire retention andimproved new-hire performance. AWARD RECIPIENTS 15

Angela Miles, Ph.D., SHRM-SCP, SPHR, ARMStudent Chapter Advisor of the YearEach year the SHRM Foundation presents the Advisor of the Year Award to adistinguished SHRM student chapter advisor. Dr. Angela Miles, faculty advisorfor the North Carolina A&T State University student SHRM chapter is the 2015recipient. Under Dr. Miles’ direction the North Carolina A&T University studentchapter received the Outstanding Chapter Award from 2013 to 2015.Mary Otto, SHRM-SCP, SPHRSusan R. Meisinger FellowshipNamed after former SHRM president and CEO Susan R. Meisinger, the fellowshipsupports first-time master’s degree students. Fellows are selected based onleadership, HR work experience, community involvement and undergraduateacademic achievement. One winner is selected annually to receive a fellowshipof up to $10,000. Mary Otto is human resources manager for TouchTunes MusicCorp. and attends Lasell College pursuing a master’s degree in management witha concentration in HR management.Susan E. Jackson, Ph.D.Michael R. Losey Human Resource Research AwardRutgers University professor Susan E. Jackson received the 2015 Michael R.Losey Human Resource Research Award for her commitment to research onenvironmental sustainability, work team diversity and strategic HR managementsystems. During nearly a 30-year career, Jackson has contributed to the HR fieldthrough research and publishing more than 150 articles in scholarly journals.16 AWARD RECIPIENTS

“Receiving the 2015 SHRM Advisor of the Year Award is agreat tribute to student chapter advisors whose service andpassion prepare leaders, visionaries and talent advocates.”I am honored to receive this esteemed award because itis important to appreciate the complexity of managing thegreatest organizational asset—people.–Angela Miles, Ph.D., SHRM-SCP, SPHR, ARM“The Susan R. Meisinger Fellowship has given me theopportunity to continue my education in the HR field andbetter position me to present myself, and the HR profession,as a valuable strategic partner in the workplace.”–Mary Otto, SHRM-SCP, SPHR“My research on job stress and burnout, workplacediversity, strategic HR management and environmentally 17sustainable organizations has been made possible becauseof the support of seasoned HR professionals who valuedthe impact of the research. I am truly grateful to the SHRM”Foundation, through the Michael R. Losey HumanResource Research Award, and to all HR professionalswho have made my research possible.–Susan E. Jackson, Ph.D. AWARD RECIPIENTS

MEET JEN, MIKE, JON,RONDA, MELISSA, EDNA,JATISHA AND CINDY

JUST A FEW OF THEMANY PEOPLE WHOWERE HELPED BYYOUR DONATION

THE SHRM FOUNDATIONIS A LEADING FUNDER OF HRRESEARCH, FUNDING ORIGINAL,RIGOROUS, EMPIRICAL RESEARCHSTUDIES THAT HAVE DIRECT,ACTIONABLE IMPLICATIONS FORTODAY’S WORKFORCE AND THEHR PROFESSIONresearch grants

Four New Research Grants FundedGeneration Y and Work Behavior: Enhancing Perspective and AuthenticityAre They Really That Different? to Improve Age-Diverse MentoringA Cross-Cultural Examination Using Relationships, led by Jennifer L. Wessel, Ph.D.,Data Mining of Social Network Websites – University of Maryland, and Eden B. King, Ph.D.,Pilot Study, led by Hilla Peretz, Ph.D., George Mason UniversityOrt Braude College The aging of the workforce createsThe main question of this study is: are opportunities for older, experiencedgenerational differences (in work values employees to transmit their expertiseand work behaviors) different among to younger employees via mentoring.different cultures or are they global? Age-dissimilar interactions, however,This study will demonstrate how data can be fraught with challengingtaken from Facebook, Twitter and interpersonal dynamics. Using twoLinkedIn, including both numeric and professional samples and a fieldtext from different birth cohorts, cluster. experimental design, this study willUncovering work-related values and examine the process by which agebehaviors among different generations dissimilarity affects mentoring quality.across cultures will allow managers The results will expand our knowledgeand corporations the ability to adjust of age diversity and mentoring.the work environment to maximize theeffectiveness of employees. Comprehensive Test of Generation as a Moderator of Turnover Antecedents: AreLeaders’ Role in Fostering Employees’ Custom Retention Strategies Needed forRecovery, led by Ronit Kark, Ph.D., Millennial Talent? led by Rodger W.Bar IIan University Griffeth, Ph.D., Ohio UniversityIncreasing work demands take a There is little, if any, evidence fortoll on employees and highlight the the following major question inimportance of recovery from work. generational research: Do MillennialsThis project studies leaders’ role in differ from previous generations at thefostering employees’ recovery from outset of employment regarding whatwork and subsequent positive outcomes factors predict turnover? This investiga-in the work, family and community tion is an ambitious attempt, using 23domains. This research will enable HR databases collected over 35 years,practitioners to better understand the to push intergenerational researchbenefits of employee recovery from into a position of allowing practicalwork, providing them with assessment recommendations.and training tools. RESEARCH GRANTS 21

THE SHRM FOUNDATIONPUBLISHES HR EDUCATIONALMATERIALS THAT FOCUS ONEVIDENCE-BASED, EFFECTIVEHR PRACTICEpublished products

Four New Educational Resources Published Effective Practice Guidelines • Cultural Intelligence: The Essential Intelligence for the 21st Century, sponsored by Ingersoll Rand and authored by David Livermore, Ph.D., and Linn Van Dyne, Ph.D. • Leading Effective Change: A Primer for the HR Professional, authored by John Austin, Ph.D. Executive Briefings sponsored by the Alfred P. Sloan Foundation • Changing Our Perceptions of Older Workers, authored by Michael S. North, Ph.D. • Generational Conflict at Work: Separating Fact from Fiction, authored by Jennifer J. Deal, Ph.D., and Alec Levenson, Ph.D. All products are complimentary because of the generous support from donors and sponsors, and all are available for download at shrmfoundation.org.ty: Additional Resources SHRM FOUNDATION EXECUTIVE BRIEFING Additional Resources EPG SHRM FOUNDATION EXECUTIVE BRIEFINGrk EPGAARP. (1999). Baby Boomers envision their retirement: An AARP segmentation analysis. Washington, DC: AARP. Retrieved from COHF AONLGDIPENRrGeWOpUOaRRrKPeEERRfCSoErPTtIhOeNSAging Deal, J.J., & Levenson, A. (forthcoming 2016). What Millennials want from work. NY: McGraw-Hill. GENERATIONAL CONFLICT AT WORK: ng the need for more exible Workforce SEPARATING FACT FROM FICTION and retain high-performing http://assets.aarp.org/rgcenter/econ/boomer_seg.pdf exibility to increase AARP. (2004). Baby Boomers envision retirement II: Survey of Baby Boomers’ expectations. Washington, DC: AARP. Retrieved Deal, J.J. (2007). Retiring the generation gap: How employees young and old can nd common ground. San Francisco: Jossey- from http://assets.aarp.org/rgcenter/econ/boomers_envision.pdfWorkplace Flexibility for Bass-Wiley Publishers. and Productivity AARP. (2007). G7 countries face signi cant and widening talent gap as global workforce ages. Washington, DC: AARP. Retrieved from http://www.aarp.org/about-aarp/press-center/info-2007/g7_countries_talent_gap.html Deal, J.J. (2012). Five Millennial myths. Strategy + Business, 66. Available online at http://www.strategy-business.com/M Foundation report, sponsored rs, provides guidance on how to Bailey, L. L., & Hansson, R. O. (1995). Psychological obstacles to job or career change in late life. The Journals of Gerontology Series article/12102?gko=0334d ble work arrangements in your B: Psychological Sciences and Social Sciences, 50 (6), 280-288. presents the research to show how Deal, J. J., Stawiski, S., Graves, L., Gentry, W.A., Weber, T.J., & Ruderman, M. (2013). Motivation at work: Which ity in where, when and how work ately bene ts both employer and Butler, R.N. (1969). Age-ism: Another form of bigotry. The Gerontologist, 9, 243-246. matters more, generation or managerial level? Consulting Psychology Journal: Practice and Research, 65, 1-16. North, M.S., & Fiske, S.T. (2012). An inconvenienced youth? Ageism and its potential intergenerational roots. Psychological oundation, we offer unmatched Strauss, W., & Howe. N. (1991). Generations: The history of America’s future, 1584–2089. New York: Quill William he bene t of HR and other business SHRM Foundation’sBulletin, 138 (5), 982-997. ective Practice Guidelines and Effective Practice Guidelines SeriesJohnson, R. W. (2010). Mature Workers: Opportunities and Challenges. Urban Institute: Fact Sheet on Retirement Policy. The Bureau of Labor Statistics forecasts that nearly one quarter of U.S. workers Morrow. SHRM Foundation’s ng series provide relevant, actionable management practice. Cultural Intelligence: The EssentialRetrieved from http://www.urban.org/UploadedPDF/412166-mature-workers.pdf will soon be age 55 or older. Mature workers possess institutional knowledge, Zemke, R., RaineEs, Cff.,e&cFtiilivpcezakP, rBa. (c20t0ic0)e. GeGneruatiiodnsealtiwnorek:sMSaneargiinegsthe clash of Veterans, Boomers, Xers, and e other complimentary resources: Kang, S. K., & Chasteen, A. L. (2009). The moderating role of age-group identi cation and perceived threat on stereotype threat Asigni cant percenetxapgeeroifetnodcaey’sawnodrksfokricllesistmhaadt emuapy be lost unless companies actively plan for these r Workers Strategically of older, “matured” ewmorkoegrrs—apthhoicsecahgeadn6g5easn.d older— Figure 1 Leading Effective Change:Nexters in your workplace. New York: American Management Association. De ning the Issue sometimes because of the era during which they grew up, h-Performance Culture Intelligence for the 21st Centuryamong mature adults. The International Journal of Aging and Human Development, 69 (3), 201-220. and that percentage will grow quickly in the next few years. An Aging Workforce Deal, J.J. & Levenson, A. (2015). Millennials Play the Long Game. Strategy + Business. Available online at: but also because of their different life stages and career der Workers (DVD) Kunze, F., Boehm, S., & Bruch, H. (2013a). Age, resistance to change, and job performance. Journal of Managerial Psychology, 28 Con ict among people of different generations stages. (7-8), 741-760. A Primer for the HR Professionalhttp://www.strategy-business.com/article/00366?gko=c5472 is common at work. Baby Boomers, Gen Xers made possible by your generous, tax-deductible McEvoy, G. M., & Cascio, W. F. (1989). Cumulative evidence of the relationship between employee age and job and Millennials working closely together sometimes Often “generational difference” becomes a catch-all SHRM Foundation. performance. Journal of Applied Psychology, 74 (1), 11. To achieve your organization’s long-term goals, you must The Aging Workforce: Leveraging the have dif culty getting along. Their con icts can lower term for a variety of differences. For your organization to Sponsored by be able to leverage the talents of this capable workforce. EPG Talents of Mature Employees engagement and productivity. Tensions are often attributed be successful, you need to address all these issues effectively it SHRMFoundation.org. Ng, T. W., & Feldman, D. C. (2013). A meta-analysis of the relationships of age and tenure with innovation-related In many rms, however, a lack of understanding of Baby to generational differences, but the latest research says this is while counteracting generational stereotypes that distract behaviour. Journal of Occupational and Organizational Psychology, 86 (4), 585-616. Ingersoll Rand Boomers’ needs and capabilities stands in the way of taking This new report from the SHRM Foundation will help not true. from the real sources of the con ict. fawunoldlrkaTcfdhohvariasclnlebet.nraTiggeheeesnotpfghetaehrtxseoppirfelotcserktneiivlslaestcshacSETotenHofhhffeRdmeemcMtthTiAepviFaeesxgoaluPuiepnwnrnnnaeydgoctdratsraitWiecikeoeormneonsfG’srrtcouMkaseidrfntao.eehdltrithnucemieUenernAmsdel:afegrSerwtsLdEesruePiertmti.eelrvSnvslepoebeaylrnaosaFgoyrguaennidtneafrtoigsomn you to understand and prepare for these changes. North, M.S., & Hersh eld, H.E. (2014). Four ways to adapt to an aging workforce. Harvard Business Review. Retrieved from Separating fact from ction, it gives you tips on Today, more people are choosing to work later in This brie ng provides practical recommendations http://blogs.hbr.org/2014/04/four-ways-to-adapt-to-an-aging-workforce recruiting and retaining older workers to better life, and as a result, employees with an age difference of to help you separate fact from ction and enhance the leverage this valuable source of talent. 40 years or more may work closely together. We all notice engagement and productivity of everyone in your workplace. Pitt-Catsouphes, M., Smyer, M.A., Matz-Costa, C., & Kane, K. (2007). The National Study Report: Phase 2 of the National some differences between younger and older co-workers Study of Business Strategy and Workforce Development. Retrieved from http://www.bc.edu/content/dam/ les/research_sites/ immediately: the way they dress, the music they like, how Generations by the Numbers agingandwork/pdf/publications/RH04_NationalStudy.pdf they use technology, and how they communicate. People Most of the workers in the United States belong to three decades apart in age often nd that they have different U.S. Department of Labor, as reported on SHRM’s Employing an Aging Workforce website. Retrieved from http://www.shrm. and their employers are considered, as well as the issue attitudes about the workplace and appropriate behavior— generations: Baby Boomers (born between 1946 and 1963), org/hrdisciplines/diversity/articles/pages/aging-workforce.aspx of intergenerational dynamics. In each case, solutions Gen Xers (born between 1964 and 1979) and Millennials are identi ed for common challenges, with the goals (born after 1980). The types of jobs in which members Zemke, R., Raines, C., & Filipczak, B. (2000). Generations at work: Managing the clash of Veterans, Boomers, Xers, and Nexters in your of maximizing productivity, increasing retention and At the SHRM Foundation, we offer unmatched workplace. New York: Amacom. improving the bottom line. knowledge for the bene t of HR and other business leaders. Our Effective Practice Guidelines and Zwick, T., Göbel, C., & Fries, J. (2013). Age-differentiated work systems enhance productivity and retention of old employees. In Executive Brie ng series provide relevant, actionable C. M. Schlick, E. Frieling, & J. Wegge (Eds.), (pp. 25-44), Age-differentiated work systems. Heidelberg: Springer. BarriersintsoigFhutslfloyrUHtRilimzianngagMemateunrteprWacotirckee. rs About the SHRM Foundation Why Prioritize Mature Workers? MaximDiozinn’gt mmiastsutrheewsoeroktehreprrocodmucptilviimtyeins tbaercyormeisnogurces: About the SHRM Foundation The percentage of mature workers in the U.S. economy a necessity, but many rms have been slow to adapt. In At the SHRM Foundation, we are a catalyst for thought leadership. some cases, EovrgaalunaiztiantigoWnsoarkrseitsetiWllellilvninesgs:in the past—not yet At the SHRM Foundation, we are a catalyst for thought leadership. Table 1 We help predict where the workforce is headed because we’ve is already at a historic high and is predicted to increase in embracing 2P1rsatc-ctiecnatluArpypildiceaatsioanbsofuort wEmorpkloaynerds retirement We help predict where the workforce is headed because we’ve Generations by the Numbers been studying its evolution for over 40 years. Our mission is to offer the coming decades. In fact, this is the only sector of the been studying its evolution for over 40 years. Our mission is to offer 1800 Duke Street unmatched human capital knowledge for the bene t of professional labor force for which the U.S. Bureau of Labor Statistics that are becoLmevienraggminogrWe ocrokmplmacoenFlienxitbhileitydefovreloped nations. 1800 Duke Street unmatched human capital knowledge for the bene t of professional Generation Baby Boomers Gen X Millennials Alexandria, Virginia, 22314-3499 USA organization leaders with a total focus on studying and reporting the forecasts signi cant growth. By 2050, the 65-and-older In other casEesn,gnaeggemateinvet,ainndacPcruordautectisvteitryeotypes about mature Alexandria, Virginia, 22314-3499 USA organization leaders with a total focus on studying and reporting the Birth years 1946-1963 1964-1979 1980-2000 management practices that work. Supporting the Foundation is a group is expected to grow by 75 percent, while the 25-to- workers and their abilities persist. management practices that work. Supporting the Foundation is a Age in 2015 36 to 51 years old 15 to 35 years old Phone: (703) 535-6020 chance to contribute to an ongoing study about the direction of human 54 age group will grow by only 2 percent. Not only is the Phone: (703) 535-6020 chance to contribute to an ongoing study about the direction of human Percentage of professional and 52 to 69 years old Fax: (703) 535-6368 resources in society. The Foundation is governed by a volunteer board of workforce aging, but the relative supply of younger workers Investing in Older Workers (DVD) Fax: (703) 535-6368 resources in society. The Foundation is governed by a volunteer board of managerial workforce 35% 32% TDD: (703) 548-6999 directors, comprising distinguished HR academic and practice leaders. is diminishing in comparison, in a trend that spans most TDD: (703) 548-6999 directors, comprising distinguished HR academic and practice leaders. Percentage of generation who are 30% 26% 16% Contributions to the SHRM Foundation are tax-deductible. The SHRM industries. Changing ideas about work and retirement Contributions to the SHRM Foundation are tax-deductible. The SHRM managers or executives 27% www.shrmfoundation.org Foundation is a 501(c)(3) nonpro t af liate of the Society for Human www.shrmfoundation.org Foundation is a 501(c)(3) nonpro t af liate of the Society for Human Resource Management (SHRM). For more information, contact the Recent AARP surveys indicate that as many as 80 Resource Management (SHRM). For more information, contact the SHRM Foundation at (703) 535-6020. Online at shrmfoundation.org. SHRM Foundation at (703) 535-6020. Online at shrmfoundation.org. percent ofTBheasbeyreBsoouormceesrasrepmlaandetopwososirbklepbaysytoaugrege6n5e.rTouhse, tax-deductible majority ocfotnhtreisbeutwioonrskteortshexSpHeRcMt tFoocuonndatrtiiobnu.te in reduced, 15-0614 part-time capacities rather than in full-time positions. A Note: The authors calculated the above based on data for the United States civilian labor force, restricted to professional and managerial occupations, as reported in the May 2015 Current Population Survey. growing number of rms offer exible arrangements to t 14-0745 To access your complimentary reppoarrtt-tsimaenwdorkDeVrsD, bsu,t ovfitseinttSheHdRispMarFityobuentwdeaentimoantu.orerg. 1 11/30/15 10:53 AM 15 15-0055 15-0608 Cultural Intelligence EPG Report_COVER.indd 1 15-0614 Generational Differences Executive Briefing_FNL.indd 5-1 11/10/14 2:10 PM 11/5/15 4:32 PM PUBLISHED PRODUCTS 23

UNDERSTANDING THEFUNDAMENTAL CHANGESAFFECTING THE WORK WORLDIS THE FIRST STEP IN PREPARINGFOR THESE CHANGES–ANDULTIMATELY LEVERAGING THEMFOR COMPETITIVE ADVANTAGEthought leadership

Future HR Trends AnalyzedThe SHRM Foundation launched a Engaging and Integrating a Globalmultiphase initiative in 2013 to identify Workforceand analyze critical trends likely to (launched in 2015): Cultural integrationaffect the workplace in the next five to and clashes/unrest will continue to grow10 years. Through a rigorous process of globally, at both societal and corporatesurveys, expert-panel discussions and levels.analysis conducted in partnership withthe Economist Intelligence Unit (EIU), Use of Talent Analytics for Competitivewe identified the following key themes: Advantage (to launch in 2016): Talent shortagesEvolution of Work and the Worker will continue to grow globally, requiring(launched in 2014): The globalization HR to become the provider of humanof business, changing demographics capital analytics for input to strategicand changing patterns of mobility will business decision-making.continue to change the nature of workand the worker.Thought Leadership Initiative Products• Engaging and Integrating a Global Workforce report discusses cultural integration in an increasingly global workforce as well as clashes and unrest at societal and corporate levels over the next five to 10 years.• Digital hub at futureHRtrends.eiu.com features additional articles, videos and infographics.• Report from the SHRM Special Expertise Panels provides guidelines for HR on how to prepare for trends outlined in the initial report.All products can be viewed and downloaded atshrmfoundation.org/shapingthefuture. THOUGHT LEADERSHIP 25

THE SHRM FOUNDATION'S THOUGHT LEADERSHIP EVENTS BRING TOGETHER A SELECT GROUP OF LEADING-EDGE THINKERS. PARTICIPANTS EXPLORE ISSUES SHAPING THE FUTURE OF THE PROFESSION AND THEIR IMPLICATIONS FOR RESEARCH AND PRACTICEthought leaders events

Industry Leaders Investigate the Future of HR• Our Executive Roundtable brought together leading researchers, thinkers and practitioners to examine how to engage and integrate a global workforce, including long-term implications of a changing workforce and additional research needed.• The 17th Annual Thought Leaders Retreat hosted 85 HR executives to explore the globalization of the workforce. Sessions included a panel discussion on how to develop culturally competent leaders for global and domestic organizations, and a presentation by Yolanda Lee Conyers, co-author of The Lenovo Way, on how to manage a diverse global company for optimal performance. “Because of size, diversity and depth of experience of attendees, ”and quality of topics and speakers, this was an outstanding event I would like to attend in the future, both in terms of personal development and professional connections. –2015 Thought Leaders Retreat participant–2015 Thought Leaders Retreat participants. THOUGHT LEADERS RETREAT 27

SUPPORT RECEIVED FROM SHRM CHAPTERS AND STATE COUNCILS DRIVES THE SHRM FOUNDATION’S WORK TO SERVE HR PROFESSIONALS, STUDENTS AND THE PROFESSIONchapters & state councils

Top 2015 Fundraising State Councils and ChaptersState Councils1 California State Council of SHRM $25,267 6 Georgia SHRM State Council $15,4562 Virginia SHRM State Council $22,4113 HR Florida State Council Inc. $22,210 7 Alabama SHRM State Council $13,9804 Colorado SHRM State Council $16,9745 Texas SHRM State Council $16,453 8 Indiana SHRM State Council $13,255 9 Pennsylvania SHRM State Council $12,651 10 North Carolina SHRM State Council $11,938Chapters1 SHRM-Atlanta $15,836 14 SHRM Jacksonville $5,0472 SHRM-Long Island Chapter Inc. $15,232 15 El Paso Society HRM $4,7163 Austin HR Management $11,000 16 HR Collier $4,597 17 HR Management $4,530 Association, Inc. $10,6704 Dallas HR Management Association of Greensboro $4,446 $7,790 18 Greater Orlando SHRM $4,270 Association, Inc. 19 Portland HRMA $4,245 $7,050 20 Big Bend SHRM $4,1855 Raleigh/Wake HR $6,620 21 HRMA of Greater St. Louis $4,161 Management Association $6,540 22 San Antonio HR $6,300 $3,9736 Charlotte Area SHRM $5,532 Management Association $3,8877 HR Tampa $5,425 $3,8868 HR Houston $5,263 23 Green Bay Area Chapter of SHRM9 SHRM-Bluegrass Chapter $5,247 24 New York City SHRM10 Louisville SHRM, Inc. 25 Northern Virginia SHRM11 Northwest Arizona HRA12 Lane County HR Association13 HRA of Central Ohio CHAPTERS & STATE COUNCILS 29

THE LEADERSHIP CIRCLE IS ANELITE GROUP OF DONORS WHOPLEDGE $1,000 OR MORE FORAT LEAST THREE YEARS. DONORSARE LEADERS WHO VALUEBUILDING A FORWARD-LOOKINGHR COMMUNITYleadership circlerecognition

Leadership Circle RecognitionClass of 2015: Class of 2014 continued: Class of 2012:Laura Christiansen, SHRM-SCP, SPHR Paula H. Harvey, SPHR, GPHR AnonymousChina Gorman Katrina Keys, MBA, MAOM Debra Cohen, Ph.D.,Jeffrey Hayes Victoria Moore, B.S., SPHR SHRM-SCPGary S. Jones, SHRM-SCP, SPHR Karen B. Paul, Ph.D. Thomas Darrow, SHRM-SCP,Jeff Lindeman, SHRM-SCP, SPHR Gordon L. Peterson SPHRSheri Lytle Coretha M. Rushing, GPHR Michele Fantt Harris, SPHR,Elissa O’Brien, MS, SHRM-SCP Cindy Scott-Lunau GPHRCandace Osunsade, SHRM-SCP Shelly Trent, SHRM-SCP, CAE Lyle Hanna, SPHRBeverlee Parker Scott R. Washburn, SHRM-SCP Henry Jackson, CPALeslie Rohrbacker Peter Wilson, AM Howard J. Klein, Ph.D.William Schiemann David Windley Richard Klimoski, Ph.D.Nicole Trapasso, PHR Patrick Wright, Ph.D. Elizabeth Larson, SPHR, CCPMandy Woulfe, SHRM-SCP, SPHR Peg Wynn Edward Lawler III, Ph.D.Annie Yarmy, GPHR, PHR Melanie Young, SPHR, GPHR Jim Link, SHRM-SCP, SPHR Merry Lee Lison, SPHR,Class of 2014: Class of 2013: GPHR Lynn Outwater, SPHRThomas Barnett, J.D. Lorelei Carobolante, MBA, GPHR, Jeff Tien Han Pon, Ph.D.,John M. Bremen SCRP, SGMS-T SHRM-SCP, HCSThomas W. Derry Henry Hart, Esq. Sara Rynes, Ph.D.Kimberly Douglas, SPHR, CPF Gary Kushner, CBP, SPHR Libby Sartain, CCP,Delta Emerson, SPHR Betty Lonis, SHRM-SCP, SPHR SHRM-SCP, SPHRDebra Engel Jennifer M. Pollino, CPA Mark J. Schmit, Ph.D.,Bette Francis, SHRM-SCP Daniel Purushotham, Ph.D., SHRM-SCPEdie Goldberg, Ph.D. CBP, CCP James SchultzRobert J. Greene, Ph.D., SPHR, GPHR Brian D. Silva, SHRM-SCP Jose Tomas, SHRM-SCP–Leadership Circle donors at the 2015 Thought Leaders Retreat. LEADERSHIP CIRCLE RECOGNITION 31

TOP SUPPORTERsponsors

Product & Event Sponsors:Jackson LewisRyanAustralian Human Resources Institute (AHRI)Ingersoll RandScholarship Sponsors:3MAnonymous supporter of the Lisa Burke AwardFriends and family of Larry BurkCareer Spa, LLCTalent Connections, LLCNational Academy of Human Resources FoundationSara Rynes, Ph.D.Libby Sartain, SHRM-SCP, CCPJim SchultzVirginia SHRM State CouncilAdditional Sponsors:Globoforce SPONSORS 33

board of directorsThe SHRM Foundation is governed by avolunteer Board of Directors comprisingdistinguished HR academic and practiceleaders. The SHRM Foundation is gratefulfor the leadership and dedication from eachmember of the 2015 Board of Directors.officersTom Darrow, SHRM-SCP, ChairJim Schultz, Immediate Past ChairKaren B. Paul, Ph.D., Secretary/TreasurerdirectorsElizabeth Larson, SHRM-SCP, CCPEdward Lawler III, Ph.D.Nereida PerezJeff Tien Han Pon, Ph.D., SHRM-SCP, HCSAnn Marie Ryan, Ph.D.Sara Rynes, Ph.D.Elizabeth P. Sartain, SHRM-SCP, CCPTina Sung, CAE

missionThe SHRM Foundation advances globalhuman capital knowledge and practice byproviding thought leadership and eductionalsupport, and sponsoring, funding anddriving the adoption of cutting-edge,actionable, evidence-based research.visionThe SHRM Foundation is the globallyrecognized catalyst for shaping humanresource thought leadership and research.

THERE IS NO PROFESSION EXCEPT HRTHAT HAS THE POTENTIAL TO IMPACTEVERY WORKER’S SELF-ACTUALIZATION…THROUGH CAREER DEVELOPMENT,PERSONAL FULFILLMENT, FAMILYWELFARE, EMPLOYER SUCCESS ANDSOCIAL PROGRESSCONTRIBUTIONS, SPONSORSHIPS ANDSCHOLARSHIPS THROUGH THE SHRMFOUNDATION OFFER A MEANS OFCONTRIBUTING TO THESE VERY TENETS –Jim Schultz, former SHRM Foundation Board member and former Vice-President,Global Downstream Human Resources at Chevron Corporation

call: 703.535.6020 visit: 1800 Duke Street, Alexandria, VA 22314, USA donate: shrmfoundation.org/donate volunteer: shrmfoundation.org/volunteeronline: shrmfoundation.org | [email protected] facebook: facebook.com/SHRMFoundation twitter: @SHRMFoundation