Young Professionals update
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At the recent May
TXSHRM State Council meeting in El Paso, a CLA roundtable was held with each of
the Texas CLA's serving as various table topic masters. The YP Chair, Melissa
Carrillo, met with a variety of presidents and representatives from Texas
Chapters with the intent of determining what YP needs exist, if any.
Interestingly, the results varied from one end of the spectrum to the other!
While some chapters had immense needs in their chapters with this demographic,
others did not see a need at all!
The Young Professionals arena with Texas chapters began last year; however, it truly is still in its infancy stage. Melissa's goal is to create a survey that can be dispersed in 2016 to young professionals in Texas with an HR interest to better identify what needs exist throughout the state. Thereafter, a plan can be developed and shared amongst all Texas chapters for use within their membership beginning in 2017.
Young Professionals is defined as those professional members under age 30 who have an interest in serving the HR profession. As our workforce continues to diversify, and millennials enter and grow in the workforce, chapters throughout should be exploring options now to attract and retain young professionals to ensure a legacy plan is built!
While 2016 may serve as the year of data collection, it is imperative to fully understand the needs of this YP group to better determine how senior HR leaders are able to develop and grow this demographic to become the future of HR!
The Young Professionals arena with Texas chapters began last year; however, it truly is still in its infancy stage. Melissa's goal is to create a survey that can be dispersed in 2016 to young professionals in Texas with an HR interest to better identify what needs exist throughout the state. Thereafter, a plan can be developed and shared amongst all Texas chapters for use within their membership beginning in 2017.
Young Professionals is defined as those professional members under age 30 who have an interest in serving the HR profession. As our workforce continues to diversify, and millennials enter and grow in the workforce, chapters throughout should be exploring options now to attract and retain young professionals to ensure a legacy plan is built!
While 2016 may serve as the year of data collection, it is imperative to fully understand the needs of this YP group to better determine how senior HR leaders are able to develop and grow this demographic to become the future of HR!
