What is the MAC? A "SHRM" Term

Rebecca, Donna, Paula, Deb, Kristine

As we approach the 5th annual SHRM Regional Leadership Summit to commence this week at the Pointe Hilton Squaw Peak Resort in Phoenix, AZ, I am reminded of the most common question I heard muttered about during the last SHRM Leadership conference in November. I think the reason I heard it more so this year than any other was because I was attending MAC (membership advisory committee) meetings as was my four peers whom are pictured to the left. So when we explained where we were heading, we heard the same question: "What is the MAC?"

The question does not surprise me at all because when I was a chapter leader, I had no idea what the state council was let alone the MAC. Of course, back in those days it was called the Area Council or something like that. Anyway, it's been a few months since I promised to write a blog post answering that very question so here it is. Honestly, SHRM does a good job of explaining what and who the MAC is themselves here but there is another page on the SHRM site that will actually give you even more detail commonly named FAQs (Frequently Asked Questions). The most important question a chapter leader who is eager to do more with SHRM after their current volunteer position is up, might be: "How can I get on the MAC?". That question is best addressed here but I can tell you it is best to move onto your State Council board which can lead you to a State Director position for which you can then be elected to the MAC if you decide to run.

Basically, the road to the MAC is typically (not always) a step ladder approach like many job families in the workplace. However, there are many other SHRM volunteer opportunities that don't involve the route that some of us take.

My own experience started as chapter leader up to president and state council leader up to director. Once you are a state director you are part of the regional council which consists of 10 state council directors, 1 MAC rep and the SHRM staff leadership for that region. The previous links explain how MAC leaders are elected. The one big difference that I see between the MAC and previous chapter and state council positions is that you no longer have your own agenda to make a difference. Your agenda is that of the SHRM board and the membership you represent within the region. For example, the following is our focus at the moment:

2013 MAC Focus

Our initial marching orders are to focus on SHRM's Strategic Priorities (pictured here) as well as find out the answers to the following questions:

1) SHRM has numerous initiatives in development for HR professionals, ranging from a competencies model, and new business-related seminars, to the development of HR standards, and the promotion of workforce flexibility. What new things should SHRM be working on to better serve the HR profession?

2) SHRM is leading efforts to address the nation's skills gap, and we are piloting a new survey to help you identify the specific gaps in your immediate geographical area. What do HR professionals in your area need to help them address skills gaps and talent shortages?

3) Under SHRM's global strategy, the Society's first priority is to provide training and development tools to HR professional through its partners around the world. What are your perceptions of SHRM's global strategy?

4) We will be meeting with our partners at the HR Certification Institute and the SHRM Foundation. What messages would you like for me to carry back to them?

5) What else would you like me to share with the SHRM Leadership and Board?

We are all working hard to find out the answers to those questions within our region and I am pretty confident that I can speak for my peers. Each of the MAC members I work with and those who have come before us are proud and humbled to represent such a large number of SHRM members. We are honored that our fellow state council directors felt comfortable with us carrying the torch and representing them well. For that we are thankful and look forward to a productive year.

55 Active Job Search Sites (Updated 7/19)

I had a company encouraging me to update this list over the last couple of months. Since they focus on veteran hiring and I am a veteran supporting other veterans I am happy to add the following to this original posting from 2017. Silent Professionals is a free veteran recruitment service. Their differentiating factor is that they focus on a very specific subset of veteran employment which is the combat arms veteran. Their site is much more than just a job board because they actually provide a service behind it which is all free to the veteran. As combat veterans themselves, with a vast amount of experience in the private security sector, they are able to use that experience and influence within the industry to act as trusted advocates for the veteran candidate. They boast an incredible 84% job placement success rate for candidates that they recommend to employers. One of the reasons they're able to do that is because of their focus on jobs for combat veterans who are seek

Honest, Vulnerable, and Transparent Communications Can Be a Curse for Women

As we approach yet another end to Women’s History Month where organizations make a sincere concerted effort to raise awareness to the issues women face in the workplace with hope for continued change, I am skeptical. Not because I do not believe in the effort. Not because I have not heard story after story of women who have made history and are honored and respected highly for women’s suffrage progress they have made. Not because I do not believe in change. I do believe strongly in the effort that brings these stories to the public causing change. However, the reason I am skeptical is the same reason so many other women question the possibility of real change. Why, because we have been victims who feel defeated repeatedly and constantly reminded of the loss experienced. When you feel you have taken two steps forward and knocked five steps back every time that original wound opens and reminds us of the curse lived just because we are a woman. I had to be quiet about the real reason I

HR Assessment Risk Summary

In summarizing the potential for risk in the human resources and personnel practices of organizations visited over the past few years, the highest risk of audits, investigations, grievances and the resulting potential for penalties, fines and legal concerns come from six primary sources. The main reason for concerns are because certain federal and state agencies are making it a priority to investigate: Misclassification of employees as exempt, Illinois led the nation in active investigations 3,635 involving 19,765 misclassifications, 245.6 million in unreported taxable wages, 5.1 million in unemployment tax unreported, 270,570 employees impacted. The U.S. Equal Employment Opportunity Commission (EEOC) recently announced that 84,254 workplace discrimination charges were filed with the federal agency nationwide during fiscal year (FY) 2017, and secured $398 million for victims in the private sector and state and local government workplaces through voluntary resolutions and litiga

Another Day in the HR Field

Search This Blog