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Society for Human Resource Management


... Organizational Value through Exceptional HR Management' premiered at ... associations due to strong fiscal performance and exceptional member retention ... – PowerPoint PPT presentation

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Title: Society for Human Resource Management

  • Society for Human Resource Management
  • Annual Business Meeting
  • November 19, 2005

  • Year-end Forecast
  • Recap of Vision and Strategic Objectives
  • Plan Update STP
  • Plan Update ATP
  • SHRM as an Employer
  • Valuing our Volunteers
  • QA

SHRM Executive Team
  • Gail Aldrich, SPHR, Chief Membership Officer
  • Bob Carr, SPHR, Chief Professional Development
  • Deb Cohen, Ph.D., SPHR, Chief Knowledge Officer
  • Kathy Compton, Chief External Affairs Officer
  • Jerry Hay, CPA, CAE, Chief Financial Officer
  • Steve Miranda, SPHR, GPHR, Chief Human Resources
    and Strategic Planning Officer
  • Gary Rubin, Chief Publishing Officer

Total SHRM Membership 1998 - 2006
Professional Member Retention 1998 - 2006
Member Satisfaction Index
SHRM Professional Membership Distribution Chapter
vs. At-Large
SHRM Professional Membership Distribution Chapter
vs. At-Large
2005 Plan vs. 2005 Year-end Forecast Financial
Results from SHRM Operations
2005 Y/E Forecast 2005 Plan Favorable (Unfav) Variance Favorable (Unfav) Variance
Revenue 87,879,200 87,250,800 628,400 0.7
Expenses 81,667,400 87,702,300 5,254,900 6.0
Inc (Dec) NA from Ops Inv Income Increase to Net Assets 6,211,800 3,530,600 9,742,400 (451,500) 1,830,000 1,378,500 5,883,300 1,700,600 7,583,900 1,303.1 92.9 550.2
2006 Plan vs. 2005 Year-end Forecast Financial
Results from SHRM Operations
2006 Plan 2005 Y/E Forecast Favorable (Unfav) Variance Favorable (Unfav) Variance
Revenue 95,385,000 87,879,200 7,505,800 8.5
Expenses 94,003,100 81,667,400 (11,555,700) (14.0)
Inc NA from Ops Inv Income Increase to Net Assets 1,382,400 2,834,300 4,216,700 6,211,800 3,530,600 9,742,400 (4,049,400) (696,300) (4,049,400) (74.5) (19.7) (53.0)
SHRM Total Net Assets 1998 - 2005
Net Assets as a Percent of Revenue 1998 - 2006
PHR, SPHR and GPHR Examinees 1998 - 2005
HRCI Total Certified Professionals 1999 - 2005
HRCI Pass Rate Results 1998 - 2005
Five Critical Strategic Objectives
  • Serve the Professional (STP)
  • SHRM must provide comprehensive information and
    tools to HR professionals to enable them to make
    informed decisions.
  • SHRM must help HR professionals develop their
    knowledge, skills and careers.
  • SHRM is the recognized community for exchanging
    ideas, developing professional relationships, and
    increasing HR knowledge.

Five Critical Strategic Objectives
  • Advance the Profession (ATP)
  • SHRM must set the agenda for the HR profession.
  • SHRM must ensure HR is recognized for its
    contribution to business success.

Serve the Professional (STP)
  • Examples of STP Activities in 2005

STP 2005
  • Hurricane Response Efforts
  • Enlistment of volunteers for American Red Cross
  • EAPA partnership
  • 45 day reprieve on I-9 requirements
  • SHRM Online
  • Toll free help line, 866-SHRM-AID
  • Extended memberships for those in impacted areas
  • Granted funds to chapters/state councils offering
    assistance in relief efforts
  • Hurricane Response Employment Center
  • Web hosting
  • Temporary panel Disaster Response
  • Direct and matching employee donations to
    American Red Cross and Habitat for Humanity

STP 2005
  • White Papers Continued to build depth of
    information resources.
  • Interactive Spreadsheet database created
    Template tools to calculate and compile HR
  • Salary Survey Directory created Provide links
    to salary survey resources for more than 20
    industries and professions.
  • Research Quarterlies and survey reports

STP 2005
  • Express Requests
  • Members may send e-mails with a one-word subject
    and automatically receive a package of
    information via e-mail.
  • More than 150 new Express Request packages to

Percentage of Info Center member requests
Month Express Requests
Jan 19.4
Feb 27.8
Mar 46.2
Apr 29.0
May 38.9
Jun 41.0
Jul 44.0
Aug 52.0
Sep 54.0
STP 2005
  • SHRM Online
  • Re-launched with a new look, improved navigation.
  • Launched HR Outsourcing and Workplace Diversity
    Focus Areas in April.
  • Held and archived 49 free Web casts

And the Pop-Ups
STP 2005
  • HR Magazine
  • Cover stories on strategic issues such as
  • HR executives as change agents,
  • Disciplining top executives
  • HRs role in mergers and acquisitions.
  • Educating corporate boards
  • Why Wall Street overlooks the importance of HR

STP 2005
  • HR Magazine
  • Special 13th issue commemorating the 50th
    anniversary of HR Magazine.
  • Finalist for Jessie H. Neal Awardthe Pulitzer
    Prize for business publishers.

STP 2005
  • SHRM e-Learning 100 new courses to be added by
    the end of the year.
  • SHRM Academy 18 courses currently, with launch
    of Conflict Resolution Skills for HR
    Professionals in December.

STP 2005
  • The Advanced Program in Human Resource
    Management Creating Organizational Value
    through Exceptional HR Management premiered at
    UCLA in September.
  • Harvard Business School Publishing and SHRM
    offering new programs such as HR Executive
    Certificate Program Critical Strategies for HR

STP 2005
  • Programs with UNC-Chapter Hill, Cornell, Simmons
    School of Management, Manhattanville College,
    USC, Thunderbird and others.

STP 2005
  • Student Program
  • Undergone a complete review of our commitment to
  • determine the current strengths and areas for
  • align the Student Programs strategy with the
    overall SHRM strategy
  • evaluate the HR Games

Serve the Professional 2006 Plans
  • A few of our planned activities to Serve the
    Professional in 2006

STP 2006
  • Produce the 2006-2007 Strategic Workplace Outlook
  • Respond to more than 180,000 member requests for
    HR information
  • Roll out online certificate programs
  • Compensation Basics
  • Variable Compensation
  • Employee Benefits

STP 2006
  • Online self assessment/career pathing tool for
    members at all career levels to be released in
    early 2006.
  • Continue building valuable content on SHRM Online
    measured by an increase in member usage.

STP 2006
  • Enhancements to HR Focus areas including
  • an RFP directory/marketplace and
  • a directory of HR-related software

STP 2006
  • Executive HR Network Program in each region,
    targeted to senior HR practitioners.
  • New certificate program with Wharton Business
    School Strategic Management Emerging
    Perspectives in HR - Premiers at the 2006 Annual
  • Series of Web casts on Business Leadership slated
    in late 2005/2006.

Advance the Profession (ATP)
  • Examples of ATP Activities in 2005

ATP 2005
Human Capital Benchmarking
  • Created benchmarking report with HR, financial,
    and other organizational metrics from more than
    1,500 organizations
  • Analyzed by company type, size, and industry to
    compare apples to apples

ATP 2005
Scenarios for the Future of HR Management
  • Interviewed HR stakeholders from inside and
    outside the profession
  • Four scenarios with implications for the
    development of future HR competencies.

ATP 2005
  • Undergraduate and Graduate Curriculum
  • Leading Indicator of National Employment (LINE)

ATP 2005
  • Internationalization Strategy
  • Continued work on China strategy, working with
    HRCI to explore development of certification
    opened office in Beijing.
  • Held first U.S.-India Executive Exchange Program.
    In Mumbai. Opened office. Working on
    opportunities to collaborate with HR
    professionals in India.

ATP 2005
  • Best Small Medium Places to Work in America
  • Published 2nd annual list in July issue of HR
  • Winners announced at the Annual Conference

ATP 2005
  • Targeted Media Outreach
  • Regular columns in international publications
    World Finance and European CEO.
  • Sponsorship of Marketplace Morning Report and All
    Things Considered, which air on NPR.
  • More than 102 million media hits so far in 2005. 
    Impressions exceed 500 million. 

ATP 2005
  • Fast Company Why We Hate HR
  • Letter to the Editor in October issue Members
    and chapters also responded with letters to the
  • SHRM responded on CNN Daybreak
  • Dave Ulrich debated Keith Hammonds in CNBC
    interview (Ulrich won!)

ATP 2005
  • Advocacy and Outreach
  • Focused on building blocks to Health Care Reform
  • Expand use of health information technology
  • Improve patient safety and reduce medical errors
  • Improve access to coverage and information

ATP 2005
  • Workplace Flexibility key to meeting the needs
    of employers and employees. SHRMs efforts
  • Identify challenges to offering workplace
  • Provide incentives to offer flexibility
  • Clarify FMLA rules

ATP 2005
  • Retirement Security - Organized visits by
    Secretary of Labor Chao to several chapters in
    North Carolina, Pennsylvania and Ohio for
    briefings on issue.
  • Workforce readiness focus on
  • New entrants to the workforce
  • Incumbent workers
  • Transitioning workers

ATP 2005
  • Enhanced member involvement and support in Public
    Policy efforts
  • Assisting members and volunteer leaders in
    building relationships locally with public policy
    decision makers.
  • Support of 29 state advocacy efforts in 18 states.

ATP 2005
  • Worked with state legislative leaders in 8 states
    to develop targeted legislative strategies on key
  • Initiated new program to build relations on state
    level with State Advocacy Days and Day Inside the
    District events.

SHRM Foundation
New DVD! Fueling the Talent Engine Finding
and Keeping High Performers Promo Video
SHRM Foundation
Judy Clark, SPHR Director-at-Large SHRM Board of
Advance the Profession 2006 Plans
  • A few of our planned activities to Advance the
    Profession in 2006

ATP 2006
  • Curriculum Project Will roll out undergraduate
    and graduate curriculum templates to academic
  • New American Workplace book will be published.
  • GAHRP Recommendations for Generally Accepted HR
    Practices will be made to the SHRM Board in early

ATP 2006
  • Internationalization Strategy
  • SHRM will implement the second year of the
    five-year internalization strategy
  • Will undertake professional development
    opportunities for HR professionals in China and
  • Will translate some of our content into Chinese.

ATP 2006
  • CEO Exchange
  • In March, begin airing CEO Exchange, underwritten
    by SHRM and produced and broadcast by PBS.
  • Features two prominent CEOs
  • Hosted by CNNs Jeff Greenfield
  • Taped at top rated business schools. Chapters in
    taping areas will be invited to participate.

ATP 2006
  • CNBC Partnership
  • Programs with new strategic media ally CNBC.
  • Designed to gain visibility for the HR profession
    within the C-Suite

ATP 2006
  • Sponsorship of
  • CNBC/Wall Street Journal Executive Leadership
    Awards honoring Fortune 100 CEOs
  • U.S. broadcast of updates from the 2006 World
    Economic Forum in Davos, Switzerland
  • Also working with CNBC on developing on-air
    programs to be featured on popular CNBC shows
    such as Squawk Box.

ATP 2006
ATP 2006
  • SHRM Human Capital Leadership Awards
  • Strategic HR Leadership Award
  • Innovative Business Solutions Award
  • Competitive Workforce Award
  • Human Capital Business Leaders of the Year
  • Winners recognized at the SHRM Strategic HR
    Conference and in HR Magazine.
  • Winner of Human Capital Business Leader award
    announced at WSJ/CNBC Executive Leadership Awards

SHRM as an Employer
  • Strategic benefits review completed
  • Values Initiative Putting Values into Action
    workshops scheduled for all staff by year end.
  • Succession planning
  • Follow up of employee satisfaction survey last
  • Preparation for employee satisfaction survey next

SHRM as an Employer
  • ASAEs Center for Association Leadership selected
    SHRM as one of eight visionary associations due
    to strong fiscal performance and exceptional
    member retention
  • U.S. Chamber of Commerce listed SHRM as one of
    the 25 largest associations and one of 100
    fastest growing professional associations in the

Valuing our Volunteers 2005
  • A few of our 2005 activities in this
    important area.

Valuing our Volunteers 2005
  • Charters Close to 90 of state council and
    chapter charters have been finalized.
  • Joint Billing Total of 16 chapters enrolled.
    Discussions held with 12 more chapters.
  • SHRM Learning System New initiative providing
    State Councils/Chapters with reduced pricing for
    instructor and participant kits.

Valuing our Volunteers 2005
  • Chapter Website Support
  • Launched pilot program
  • Designed template sites for chapters with
    national news stories, research and other
    materials to be updated daily by SHRMs
    professional web staff.
  • Software enable chapters to add local
    contentincluding meeting calendars and
    membership rosters.

Valuing our Volunteers 2005
  • Chapter Website Support
  • Launched news feeds of HR News content for
    chapter and state council web sites. 107
    chapters and 14 state councils use the feed.

Valuing our Volunteers 2005
  • Volunteer Opportunities Center (VOC) - Launched
  • Online applicant tracking system for open
    volunteer positions.
  • Used to identify volunteers for panel positions,
    peer reviewers of white papers and to locate
    volunteer leaders with particular expertise for
    speaker opportunities at chapter meetings and the
  • At

Complete your profile today!
Valuing our Volunteers 2005
  • Special Expertise Panels
  • Undergone a complete evaluation.
  • Twelve Special Expertise Panels started new terms
    in June with goals to complete throughout
  • A Corporate Social Responsibility sub-panel
  • First temporary panel created
  • Disaster Response Panel

Valuing our Volunteers 2005
  • SHRM Speakers Bureau (SSB)
  • Fulfilled 131 chapter/state council speaker
    requests, 10 more than in 2004
  • Added new speeches in 2005
  • Developed presentations for chapter presentations
  • Launched Chapter Speaker Support Program,
    including a listing of about 40 affordable
    non-SHRM speakers.
  • At

Valuing our Volunteers 2006
  • A few plans for 2006 in this important area.

Valuing our Volunteers 2006
  • Chapter Websites Roll out the Chapter Website
    program to at least 25 chapters.
  • Advocacy Work with state councils and chapters
    to hold 20 different Day Inside the District
  • Town Hall Meetings SHRM will explore holding
    town hall meeting in each region featuring the
    CEO and Board members and encouraging networking.

SHRM Annual Business Meeting
  • A busy 2005 and an exciting 2006!

SHRM Annual Business Meeting
  • Questions?