May 20, 2013www.hrmawne.shrm.org

Thank you… I would like to take this opportunity to

recognize two HRMA WNE Board of Directors members who will be stepping down. Kathleen Monast Pat Shewchuk

Officers & Executive Board 2013-2014 - VoteSlate of officers and executive board members:

Officers:Anne DeCillis-President ElectPam Burns-Vice President ElectLindsay Pratola-Secretary ElectJohn Geoffrion-TreasurerPam Thornton-Immediate Past President

Executive Board: Rafael Bonés, Lori Bourgoin, Charlene Dodd, Jess Dods, Allison Ebner, Karen Katsanos, Cynthia Landry, Suzanne Laporte, Yami Madho, Jennifer Parker Williams, Myra Quick, Evelyn Rivera-Riffenberg, Evie Soucie, Mike Stone, Meredith Wise

Volunteers Needed!As we begin to prepare for our 2013-2014 program year we are seeking volunteers for the following committee: Program Committee (Pam Burns) Diversity & Inclusion Committee (Jess Dods) Government Relations (Suzanne Laporte) Student Chapters (Mike Stone) Workforce Readiness (Allison Ebner)

Among the benefits of being a volunteer are the opportunity to have an impact on the HR profession, work with HR leaders in the community and support your personal development.

Register now at “ANNUAL.SHRM.ORG”

June 16-19, 2013

Just announced: Hillary Rodham Clinton to deliver keynote address at the SHRM Annual Conference!

Upcoming Development Opportunities –SHRM Annual!

Upcoming Development Opportunities – Baystate Health Diversity & Inclusion Conference!

September 10, 2013 ~ Springfield, MA

A conference offering the region’s diversity champions and leaders inspiration and direction to build and support diversity and inclusion as a business imperative. Featuring: keynote speakers, skill development, best practice sessions and networking.

DIVERSITY includes everyone.

Upcoming Development Opportunities –SHRM Strategic HR New England 2013!

One-of-a-Kind Strategic EngagementStrategic HR New England enters year two to great critical acclaim. We engage a senior-level, strategic-thinking audience in every aspect of the conference. We offer programming that encourages you to think big. And we add a little magic from the historic Mount Washington Hotel. If you’re ready to roll up your sleeves, we’re ready to roll out the red carpet for you. Look at the business case for attending. Check out the best keynoters from across the country. And take a look at the business partners who help make all this possible. With special thanks to all six SHRM State Councils in New England who serve as endorsing sponsors!

www.strategicHRne.com

Vendor of the MonthMr. Tom Lippie, President & CEOClient First Associates, Inc.

Creating a Strategic Plan to Build Your Workforce

Part I Why should I care? What’s happening demographically.

Part II Time with the experts Panel discussions

Part III Knowledge in the room Your perspectives on items

Recruit, Retain, Reinforce – Creating a Strategic Plan to Build Your Future Workforce, Part 1

Mr. André Mayer Senior Vice President – Communications and

Research at Associated Industries of Massachusetts

March Unemployment Rates

Massachusetts 6.8 Boston-Cambridge-Quincy 5.3 Amherst 3.4 Great Barrington 6.1 Greenfield 6.5 Pittsfield 7.3 North Adams 7.9 Springfield 8.0 Athol 9.0

Metro/micropolitan Statistical Areas + Great Barrington LMA - not seasonally adjusted

No Population Growth

Aging Workforce – ~50% are 45+

Educational Attainment of Labor Force

Employers Want Educated Workers

Education: Falling (Further) Behind

-2.0%

0.0%

2.0%

4.0%

6.0%

8.0%

10.0% Annual Growth in Completions, 2000-2010

Certificates

Associate'sDegrees

Bachelor'sDegrees

Young People Aren’t Finding Jobs

Recruit, Retain, Reinforce – Creating a Strategic Plan to Build Your Future Workforce, Part 2Ms. Korrine Carpino, Director of Talent

Acquisition and Workforce Planning, Baystate Health

Ms. Janice Mazzallo, Senior Vice President of HR, PeoplesBank

Ms. Anne Bruce, Vice President of Human Resources, Smith & Wesson

Korinne Carpino, SPHR, RACR, HCSDirector, Talent Acquisition and

Workforce Planning

Korinne Carpino, SPHR, RACR, HCSDirector, Talent Acquisition and

Workforce Planning

20

Future Challenges for BHPioneer Valley Region

Future Challenges for BHPioneer Valley Region

Region includes 73 cities & towns; Hampden, Hampshire, Franklin counties Pioneer Valley represents 11% of population and 9% of employment in MA MA one of most highly educated states in the Nation; high school diploma most common at 28%*;

Some college 21%; Associate’s 10.3% Bachelor’s 18.4% and Master’s 12.1% Almost 60% of the unemployed have a high school degree or less

The resident population became more diverse with the Asian population increasing by 3.4%, other increases were Hispanic and African American populations by 3.4 and .04 respectively. Caucasian’s decreased -0.7

*less than high school 10.1%Source: Labor Market Trends in the Pioneer Valley Region 11/2012, Commonwealth Corporation. (2008-2010 American Community Survey PUMS data files) Civilian labor force –people who live in a region and are either working or unemployed but actively looking for work (regions actual labor supply)

Age Distribution of the Civilian Labor Force

13.7%

21.0%24.7%

17.6%

4.8%3.9%

28.2%

22.9%

2.9%

18.2%

19.1%23.0%

0%

10%

20%

30%

40%

Age 16-24 Age 25-34 Age 35-44 Age 45-54 Age 55-64 Age 65+

PV 2000 PV 2010 BH

Civilian Labor Force Age 55-64 grew by

6.1% in last decade

Age 25-34 and 35-44 experienced losses by -0.6% and -2.2% respectively

Shortage of younger workers to replace baby boomers

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Strategic WFP ModelStrategic WFP Model

Human Capital Institute

Janice Mazzallo, Senior VP HR

Janice Mazzallo, Senior VP HR

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INSPIRE EXCELLENCE: Bank Recognition as Employer of Choice

BBJ

Boston Globe

Mass Chamber of Commerce Employer of Choice

40 Under 40

Employee Engagement

"a heightened emotional and intellectual connection that an employee feels for his or her organization,

that influences him or her to exert greater discretionary effort to his or her work"

ATTRACT – Core Competencies of A Successful Employee

All Employees

Customer Service

Positive Attitude

Technical Literacy

Effective Communication

Adaptability and Flexibility

Teamwork

Critical Thinking

Innovation

Professionalism and Work Ethic

Managers and OfficersAll those listed for employees and:

Vision

Authentic Leadership and Management

Coaching and Evaluation

Interpersonal Skills/Emotional Intelligence

Administration Skills

Onboarding Program

First Six Months

First Day

Benefits Orientation

Department Orientation

IT Orientation

Lunch with Buddy

First Week

Job Description

ServiceStandards

Performance Measurements and Evaluations

Variable Comp/Pride

Goals

First Month

Bank WideOrientation

Breakfast

Information Session

Group Tour

Third Month

HR Check-In

Valued CustomerOutcome

Human Capital Strategy: 2013 - 2016

Culture

Competitive Pay

Excellent Benefits

Professional Development

Recognition and Reward

Skilled,Experienced

and Engaged

Employees

ServiceExcellence

Revenue

Cost

Profits

Delivered byDriven by

Core Competencies

StrategicOutcome

Anne Bruce, VP HR Smith & Wesson

Recruit, Retain, Reinforce – Creating a Strategic Plan to Build Your Future Workforce, Part 3Best PracticesKey Take-Aways Steps Moving Forward