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Real Life Examples

Can you describe PAN’s commitment to nonprofit human resources practitioners?
Progressive Action Network works with organizations committed to social change and these organizations are powered by people. We rely on strong organizational commitments and high morale from our staff. Therefore, good human resource practices are critical to our organization’s successes.

The Mid-West Leadership Conference is geared towards emerging leaders from our affiliate offices to cultivate a new generation of leaders. PAN has a strong commitment and invests in training our supervisors to recruit, train and retain their staff successfully in order to carry out their political programs.

When did PAN begin offering training for nonprofit human resources?
PAN staff were the innovators of the training we do, starting the first sessions in the early 70’s. We now conduct four key trainings each year. Each is tailor-made to suit the particular needs of the staff.

Why do you believe that this kind of training has been crucial to the communities you serve?
The proof is in the outcome; we measure the results. This training is critical because if you don’t know how to identify competencies and recruit for the positions you are hiring ultimately it will negatively impact your organization’s mission. Staff are paramount to carrying out the campaign. We truly believe in offering excellent trainings, being mission driven, and demonstrate staff recognition especially in the nonprofit sector.

What has the response been to the nonprofit HR training NCHRA facilitated? What kind of feedback has been received?
We receive an overwhelming positive feedback. Attendees have a better understanding of their role and our mission. Their career path is clearer and they decide to stay on to make a difference. People get excited, and get a sense of community. We set goals and track improvements; it is results-oriented process.

What is the format of the training?
We design conferences lasting one to three days. There are three general speakers and two workshops for the one day training. The conference is from 10am-6pm with breaks throughout the day. We open up with a team building exercise. We talk about trends (i.e. diversity, training, how to be a good manager). Real life scenarios are conducted with lots of role-playing. We have discussions before and after each demonstration. There is also a time to recognize the organizers. During lunch break, we match advanced-level staff with new staff to foster a mentorship. They then keep in touch afterwards via email and phone. The final speaker is motivational speech. We wrap up the night by having fun and going out to a dance club.

How many people attend the training?
There are about 60 attendees, primarily managers and supervisors, who do most of the hiring at their offices.

What geographical location or sub-sector does NCHRA serve?
This conference serves the Mid-West: Iowa, South Dakota, North Dakota, Wisconsin and Minnesota.

What resources does the training offer attendees?
Attendees receive valuable learning, networking and mentoring experiences. They also get highly motivated and receive materials to take back.

Is the training open to the public or for members only?
  The conference is part of the member services PAN provides to our affiliates. Having a targeted audience allows us to provide them with vital information and resources that directly relates to their work. We can design special trainings open to the public.

How often is the training?
It is an annual training.

How do you determine the topics and who can present? 
We set up a planning committee, made up of local directors. Our committee of four determines the topics; everyone is involved and has ownership in the planning process. We discuss topics and issues with registered attendees to get a sense of their needs. We also think about current trends, themes, attendees’ experience level, what season we are heading into, the demands on the teams, and what skills/experience they are lacking. The presentations are sometimes done by internal staff or external consultants.

What advice would you give others that are seeking to start a similar event?
Think about the purpose and goal of the training. What outcomes do you want for your attendees? The outcomes should be result-oriented and specific. Break the training down so attendees can grasp all the information at an appropriate rate.

Have a committee that represents the diversity of your training participants. The committee should not be too large otherwise it can become unwieldy. Once the infrastructure for the training is set up it is not too difficult to adapt it for the next time. Lastly, if you do not have meeting planning experience, talk to people with experience to get a basic idea of what is involved and insider tips.

Are you available by e-mail for any follow-up questions from Idealist readers or local organizations?
Yes!
Contact: Michael Blanch
E-mail: michael (at) progressiveaction.org