Adult Education Organizations and Programs

Adult Education Programs and Organizations

Highlander Research and Education Center and

Society for Human Resource Management (SHRM)

Luke Labas, Mandy Lowe, Dan Simons, and Susan Ward

Ball State University

Group Members	Roles	Commented On
Luke Labas	Table
Mandy Lowe	Highlander Organization Section	Group 4
Dan Simons	Summary	Group 3 & 5
Susan Ward	Society for Human Resource Management (SHRM) Section	Group 2

            The Highlander Research and Education Center and the Society for Human Resource Management are two organizations which have impacted and supported adult education. Each has a number of influential activities, from which we can draw ideas and develop goals for future programs relating to career training and human resource development.

Highlander Research and Education Center

Introduction

One organization which has been an important influence on adult education is the Highlander Center for Research and Education. The Highlander Folk School, as it was originally named, was founded in 1932 in Monteagle, Tennessee by Myles Horton (Merriam and Brockett, 2007). Highlander was established by Horton to assist individuals within communities to improve their own living circumstances. This included organizing programs at the community level to bring about social change, as well as organizing union membership for workers and training union leaders. Highlander emphasized equality and was a leader in highlighting the need for integration in the labor movement (Timeline, 2012). Highlander operated under the belief that “the best teachers of the poor and working people are the people themselves” (Horton, 1990, p. xx).

The Highlander Folk School facilitated workshops, which individuals attended to improve their leadership skills and to learn strategies to develop and advance grassroots programs. These individuals then took these skills back to their communities, becoming a true catalyst for change through “bottom up” leadership (Horton, 1990, p. 146). According to the Highlander Center website, this brought about such actions as the “Montgomery bus boycott, the Citizenship Schools, and the founding of the Student Nonviolent Coordinating Committee” (Timeline, 2012, para. 3) during the Civil Rights Movement of the 1960s. In the 1970s, Highlander supported worker’s rights issues, including worker safety, environmental efforts, and human rights. These causes were often controversial, drawing the attention of state officials, and Highlander Folk School lost its state charter, but quickly reopened under its new name. In 1971, the Highlander Research and Education Center moved to the location where it currently remains, in New Market, Tennessee (Rahimi, 2002, p. 347).

Video retrieved from
https://www.youtube.com/watch?v=dAUCZH-r3KQ

Main Programs

Appalachian Transition Fellowship.

One program currently operated by the Highlander Center is the Appalachian Transition Fellowship. Fellows who are accepted into this program work within a community for one year to enhance their own leadership skills, while assisting the community by enhancing partnerships between organizations in that community. This initiative helps to connect many sectors within a community, from educational institutions to non-profit groups to government agencies. The economy in the Appalachian area (West and Southwest Virginia, Eastern Tennessee, Eastern Kentucky, and parts of Ohio and North Carolina) has been negatively affected by the instability of the coal and manufacturing industries. AppFellows, as this program is called, aims to improve the communication and cooperation between institutions to better reach and affect the individuals within the community. This program includes projects aimed at increasing neighborhood revitalization, food banks, building ecotourism, and land ownership (Appalachian, 2012).

Language Justice program.

Another program within the Highlander Center is the Language Justice program. As immigration continues to be an important issue facing the country, Highlander focuses on how the language barrier can negatively affect many groups. They seek to increase multilingual training, for interpreters and translators. This program connects interpreters and mentors, and facilitates sharing of needed interpretation equipment. Highlander collaborated and supported the United States Social Forum in 2007, which began a movement focusing on interpretation as a much-needed social cause. Projects in this program include developing a website bringing individuals together to share ideas and methods, and assisting with creating curriculums for interpreters (Language, 2012).

Comparison

These programs operated by the Highlander Research and Education Center are aligned with the founding beliefs of Myles Horton. Both programs seek to bring about grassroots change. They influence and train individuals with important leadership skills, so that the individual can then take those skills and bring about social change at the community level. These are not formal education programs, in that learners are not educated in a classroom, but rather work within the field and learn skills from one another. The learners assess the greatest need of the community, and then strategize ways to put their skills into action. According to the Highlander website, their core values are “racial justice, economic justice, environmental justice, intergenerational partnerships and democratic participation” (Programs, 2012, para. 1). Both the AppFellows and Language Justice programs stick closely to these core values. The Highlander Center facilitates these programs, while allowing the individuals involved to determine how they can bring about the most impact.

The AppFellows program and the Language Justice program differ in the communities which they serve. The AppFellows program is rooted in the Appalachia region, and fellows are placed with host communities within that specific area (Appalachian, 2012). The Language Justice program is serving a larger community of individuals, who can reach the entire country with their interpretation and translating skills (Language, 2012). They are also different in that the AppFellows program is structured to influence economic factors more directly in the region. The language program does have economic impact as well; however, it is less direct. They also differ in that the AppFellows program is more broad, and allows for a wide variety of projects and goals. The Language Justice program goals are more focused on one social cause, in assisting multilingual groups.

Implications

The methods and values of the Highlander Center are relevant to the adult education field today. Of course, it is important for members of a community to have a stake in the success of that community. One way to empower learners is to help them to realize that their own skill and knowledge is valuable, and that they can bring about change. This is also a valuable viewpoint specifically in career training and human resource development. Employees who feel that they can influence their workplace positively can be challenged to further their education and knowledge, and this allows for a more pleasant work experience. When employees do not feel valued by their employer or that they are able to enact change, this generates a more adverse work environment. Another idea that we can draw from the Highlander programs is the idea of training and transfer of knowledge from the bottom up. Employees can learn skills directly from those employees with whom who are working side by side. Strategies like job shadowing are an example. I believe that many employees are more likely to listen to and feel comfortable with those who are in similar positions. This can help with training, as well as with the collaboration of employees when bargaining. Both the AppFellows and the Language Justice program focus on equality, which is also important to non-formal education and human resource development. Should the lower employee positions have less of an influence in their workplace, than the upper level? Education in the workplace should be beneficial and available to all employees, not simply those at the top. If the goal for the workplace is increased productivity and profit, then all employees should be empowered to work toward that goal, and reap its benefits. Additionally, we can learn from the Language Justice program that it is important for all to have a voice. Workplaces need to have multilingual spaces so that all can contribute and have a place to raise concerns and discussion. As our society becomes more diverse, individuals should be ready and prepared to welcome and assist those who may speak a different language, but have a right to contribute as well. In both programs researched, the Highlander method, that all individuals in a community should be involved in the positive change of that community, easily extends to the goals of human resource development and career training.

Society for Human Resource Management

Introduction

The American Society for Personnel Administration (ASPA) was founded in 1948.  It was run by volunteers until 1964 when it set up headquarters in Berea, OH and began hiring staff.  Headquarters were moved to Alexandria, VA in 1984 and in 1989 the name was changed to The Society for Human Resource Management (SHRM), which is what the organization is currently called (The Society for Human Resource Management, n.d.). Current headquarters are located in the Metropolitan Washington D.C. area (About SHRM, n.d.). 

SHRM’s vision is to be globally recognized and current on all topics related to human resource management.  Their mission is to be a globally recognized society that develops, serves, and extends the human resources career field.  Some services that SHRM provides includes education, certification, and advocacy for the advancement of the human resources profession (About SHRM, n.d.).  

 Video retrieved from

https://www.youtube.com/user/SHRMofficial/featured

Main Programs

HR Today.

SHRM provides information via news, magazine, and blog articles to inform HR professionals about updates for workplace management.  SHRM’s blog address is as follows: https://blog.shrm.org/. Another one of SHRM’s programs is their public policy initiative.  There are several goals in this initiative which include informing HR professionals about advocacy initiatives, as well as providing opportunities for HR professionals to get involved in the advocacy process.  The advocacy group is called the “A-Team Advocacy Network” and lobbies for all issues related to HR management.  SHRM also provides trends and forecasting information in the form of surveys and data to help guide HR practices (Society for Human Resource Management, n.d.). 

Resources and Tools.

SHRM provides multiple resources and tools to guide HR managers in their practice.  One resource includes information about pertinent HR topics including: Behavioral Competencies, Benefits, Resources, Compensation, Diversity & Inclusion, Employee Relations, Global HR, Labor Relations, Organizational & Employee Development, Risk Management, Talent Acquisition, and Technology.  They also provide employment law information based on state and local policies, as well as immigration information as it relates to employment.  They provide information regarding business solutions including onsite training, diversity hiring solutions, and a talent assessment center.  They provide many tools to HR professionals to assist in their work, including forms, presentations, and employee handbooks (Society for Human Resource Management, n.d.).  

Learning and Career.

SHRM also provides multiple opportunities for professional development in the HR field.  They provide “electronic events” such as webcasts, eLearning, and virtual events, and “physical events” such as seminars and onsite events.  One of the largest and most important programs at SHRM is their certification exam and credentials.  HR professionals that hold this certification show a dedication to the field and a commitment to staying abreast of issues.  There is also a student development center which provides scholarships and a discounted member rate to those who are still pursuing their degree in HR (Society for Human Resource Management, n.d.). 

Events.

As stated previously, SHRM provides both virtual and physical events.  This year there are conferences located in Boston and Chicago with the national conference being located in New Orleans.  The international conference this year is located in India.  SHRM is an international organization that values providing professional development opportunities to its members all over the world (Society for Human Resource Management, n.d.). 

Communities.

SHRM provides the opportunity to connect with professionals on the local, state, national, and international level via communities and chapters.  HR professionals can join the chapter in their area and network with professionals across the globe.  They also have opportunities for volunteer work that involve making an impact in the community and the opportunity to win awards (Society for Human Resource Management, n.d.). 

Comparison

            As stated previously, SHRM’s vision is to be globally recognized society, current on all topics related to human resource management.  Their mission is to develop, serve, and extend the human resources career field (About SHRM, n.d.).   World at Work is another HR management professional organization (World at Work, n.d.).  This organization has many things in common with SHRM including professional development opportunities, articles about topics pertinent to the HR industry, “virtual” and “physical” events including a national conference and online education, resources including data, forms, and presentations in relation to HR management, and the opportunity for membership.  Some things that World at Work and SHRM differ on are their certifications.  SHRM offers one type of HR certification whereas World at Work offers different types of certifications based on different areas within HR.  Some of these certifications include the Certified Compensation Professional® (CCP®) and the Certified Benefits Professional® (CBP).  World at Work does not offer a “physical” community the way SHRM does.  There are no local, state, national, or international chapters for World at Work, only a virtual community exists (World at Work, n.d.). 

Implications

            I believe the biggest take away messages from these organizations are to provide professional development and certification opportunities for adult learners.  Professional development is essential for adult learners because it is crucial to stay current in issues of HR management.  Laws change frequently and therefore, so should practices in HR.  Certifications ensure that employers are hiring the best and most knowledgeable people and reaffirms that the employee is competent in the HR field. 

            The SHRM also emphasizes the importance of flexibility in learning. There are multiple avenues through which individuals can pursue and further their education. While some learners may be able to attend on-site events, other learners may have difficulty doing so. SHRM also creates opportunities for learning online, so that working adults can take advantage of these events as well. This is an important component of adult education programs today.

            SHRM has created practical learning tools and made those available through their website and blogs, which allows for many individuals in the field to access this information in a concise, organized area. This is a helpful resource, and when organizing adult education programs, many professionals can depend on this base of knowledge. We can learn much about bringing together a group of individuals within a field, and motivating them as a professional community from the organization of the SHRM.

Summary

To recap, the Highlander Research and Education Center was founded by Myles Horton in 1932. His goal was to educate adults to better themselves and their community. They did this by bringing awareness to social issues that were not popular to discuss or change in that time. The Highlander Center was also active in organizing unions for workers and educating the leader of the unions. The Highlander Center knew the importance of creating leadership. Two of the main programs that the Highlander Center is involved in is the Appalachian Transition Fellowship and the Language Justice program. The AppFellows is a program to rebuild the communities in the area of the Appalachians. AppFellows works on the communications between industry, government and citizens to revitalize communities. The Language Justice program works to improve the communication barriers between different language groups. The communication is improved through training and technology. Highlander Center still exists today, sharing the message of “bottom up” leadership (Horton, 1990, p.146).

            The Society for Human Resource Management was founded in 1948 to enhance the HR field. SHRM has become recognized globally as a HR management authority. SHRM provides education for HR professionals and certifications as well. SHRM is also an advocate for the HR professional. SHRM provides information and resources through many different outlets such as blogs, a website and a magazine. SHRM has many resource available for the HR professional such as forms, handbooks and presentations. These resources cover topics about current laws, benefits, and other topics that relate to the HR profession. SHRM has professional development opportunities for the HR professional. There are also scholarships available for this PD through SHRM. SHRM has created communities (physical and virtual) that HR professionals can get involved with to further understand the HR field. These communities are not just for professional development, they are to build relationships with other HR professionals and to build relationships with their own community.  SHRM is still thriving today working to progress the cause of the HR professional.

Table

	Highlander Research and Education Center	Society for Human Resource Management (SHRM)
Locations	Originally located in Monteagle, Tennessee (Folk School). In 1971, Highlander Research and Education Center moved to the location where it currently remains in New Market, Tennessee	First Headquarters (Berea, OH, 1964). Moved to Alexandria, VA in 1984 and in 1989 the name was changed to The Society for Human Resource Management (SHRM),  Current headquarters are located in the Metropolitan Washington D.C. area.
Year it was Founded	1932	1948
Mission and Goals	To assist individuals within communities to improve their own living circumstances. Improve leadership skills and learn strategies to develop and advance grassroots programs.	Be a globally recognized society that develops, serves, and extends the human resources career field.
Main Programs	Appalachian Transition Fellowship (AppFellows) The Language Justice program	SHRM provides information via news, magazine, and blog articles to inform HR professionals about updates for workplace management.  Another one of SHRM’s programs is their public policy initiative.
Program Organization	Non-formal education programs, in that learners are not educated in a classroom, but rather work within the field and learn skills from one another. The learners assess the greatest need of the community.	SHRM  creates opportunities for learning online, so that working adults can take advantage of these events as well.  They provide “electronic events” such as webcasts, eLearning, and virtual events, and “physical events” such as seminars and onsite events.
Goals for Programs	AppFellows aims to improve the communication and cooperation between institutions to better reach and affect the individuals within the community. Language Justice program aims to connect individuals as mentors and learners, and facilitate sharing of information.	Goals in the policy  initiative which include informing HR professionals about advocacy initiatives, as well as providing opportunities for HR professionals to get involved in the advocacy process.   The blog was created to inform HR professionals about updates for workplace management.
Differences and Similarities in Program Organization	The Language Justice program is serving a larger community of individuals, who can reach the entire country with their interpretation and translating skills.  They are also different in that the AppFellows program is structured to influence economic factors more directly in the region. The language program does have economic impact as well; however, it is less direct. They also differ in that the AppFellows program is more broad, and allows for a wide variety of projects and goals. The Language Justice program goals are more focused on one social cause, in assisting multilingual groups.  They both seek to address equality.	Many similarities with another organization World at Work.  Those are professional development opportunities, articles about topics pertinent to the HR industry, “virtual” and “physical” events including a national conference and online education; resources including data, forms, and presentations in relation to HR management; and the opportunity for membership. World at Work and SHRM differ on are their certifications.  SHRM offers one type of HR certification whereas World at Work offers different types of certifications based on different areas within HR.
Implications	Education in the workplace should be beneficial and available to all employees, not simply those at the top. All employees should feel empowered and valued. It is important for all to have a voice.	Professional development is essential for adult learners because it is crucial to stay current in issues of HR management.  SHRM also emphasizes the importance of flexibility in learning.

References

About SHRM. (n.d.). Retrieved March 31, 2017 from https://www.shrm.org/about-shrm/pages/default.aspx

Appalachian transition fellowship, highlander research and education center. (2012). Retrieved from http://highlandercenter.org/programs/leadership-and-organizing/appfellows/

Horton, M., 1905-1990, Kohl, J., & Kohl, H. R. (1990). The long haul: An autobiography (1st ed.). New York: Doubleday.

Language justice, highlander research and education center. (2012). Retrieved from http://highlandercenter.org/programs/methodologies/language-justice/

Merriam, S. B., & Brockett, R. G. (2007). The profession and practice of adult education: An introduction (Updated.). San Francisco, CA: Jossey-Bass.

Programs, highlander research and education center. (2012). Retrieved from http://highlandercenter.org/programs/

Rahimi, S. (2002). Myles Horton. Peace Review, 14(3), 343-348. doi:10.1080/1367886022000016910

Society for Human Resource Management. (n.d.). Retrieved March 31, 2017 from Wikipedia: https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management

Society for Human Resource Management. (n.d.). Retrieved March 31, 2017 from https://www.shrm.org/pages/default.aspx

Timeline, highlander research and education center. (2012). Retrieved from http://highlandercenter.org/media/timeline/

World at Work. (n.d.). Retrieved March 31, 2017 from https://www.worldatwork.org/home/html/home.jsp