pam green, sphr chief membership officer presentation title presenter’s name date china miner...
TRANSCRIPT
©SHRM 2008
Leading People. Leading Organizations.
Laurence (Lon) O’Neil
SHRM President & Chief Executive Officer
©SHRM 2008
Leading People. Leading Organizations.
Steve Miranda, SPHR, GPHR
SHRM Chief Human Resource,
Strategic Planning & Diversity Officer
©SHRM 2008
Leading People. Leading Organizations.
Henry (Hank) Jackson, CPA
SHRM Chief Financial Officer
©SHRM 2008
Leading People. Leading Organizations.
Bob Carr, SPHR
SHRMChief Professional
Development Officer
©SHRM 2008
Leading People. Leading Organizations.
Deb Cohen, Ph.D., SPHR
SHRM Chief Knowledge Officer
©SHRM 2008
Leading People. Leading Organizations.
Sheila Finlayson, Esq.
SHRM Director of Board Relations
©SHRM 2008
Leading People. Leading Organizations.
To Serve the Professional
and Advance
the Profession.
To Serve the ProfessionalTo Serve the Professional
and and
Advance the Profession!Advance the Profession!
To Serve the ProfessionalTo Serve the Professional
and and
Advance the Profession!Advance the Profession!
©SHRM 2008
Leading People. Leading Organizations.
Serving the Professional• The Society serves the needs of the human resource
management professional by:
– Providing comprehensive information and tools to HR professionals.
– Helping HR professionals develop their knowledge, skills and careers.
– Being the recognized community for exchanging ideas, developing professional relationships, and increasing HR knowledge.
©SHRM 2008
Leading People. Leading Organizations.
Advancing the Profession• The Society is committed to advancing the human
resource profession by:
– Setting the agenda for the HR profession.– Ensuring HR is recognized for its contribution to
business success.
©SHRM 2008
Leading People. Leading Organizations.
SERVE THE PROFESSIONAL
Provide Comprehensive Information• SHRM Job Posting Center• HR Compensation Data Center• Multimedia• SHRM Web Site
Professional Development• Executive Education• Executive HR Network• Conferences
Networking• E-Mentoring• New Social Networking Tools
ADVANCE THE PROFESSION
Setting the Agenda• Diversity Initiative• Academic Initiative• International/Global• Sustainability• Workforce Readiness• Public Relations Campaign
Ensuring HR is Recognized for its Contributions• Public Relations Campaign• Human Capital Leadership Awards• 60th Anniversary• HR Stimulus Prize
©SHRM 2008
Leading People. Leading Organizations.
Providing Comprehensive InformationSHRM Job Posting Center• Allows recruiters to search for online job boards, post positions
and pay for postings all in a few simple steps.
HR Compensation Data Center– SHRM Compensation Data Center includes online access to more
than 1500 HR and non-HR positions across 16 job families, and a single-position purchase option.
– A sampling of the new job families (in addition to HR) include: – Top Management Compensation – Professional Specialized Services Personnel Compensation – Technician & Skilled Trades Compensation – Accounting & Finance Personnel Compensation – Engineering, Design & Drafting Personnel Compensation – Information Technology & e-Commerce Personnel Compensat
ion
©SHRM 2008
Leading People. Leading Organizations.
Multimedia– Hundreds of videos on SHRM
web site– Launch of new video series
Series includes personal anecdotes from well-known professionals in HR about their careers.
Providing Comprehensive Information
©SHRM 2008
Leading People. Leading Organizations.
Providing Comprehensive InformationSHRM’s New Web Site
©SHRM 2008
Leading People. Leading Organizations.
2008 Executive Education Programs:
SHRM Collaborated with world class organizations to offer
superior executive education programs.
– Disney Institute – Harvard Business Publishing– Cornell University – The Wharton School– Lore International Institute– Center for Creative Leadership– UCLA Anderson School of Management
Professional Development
©SHRM 2008
Leading People. Leading Organizations.
Professional DevelopmentConferencesEmployment Law and Legislative Conference, Washington, DC
– 551 Attendees
Global Conference & Exposition, Boston, MA– 610 Attendees
Staffing Management Conference & Exposition, Nashville, TN– 1507 Attendees
Annual Conference & Exposition, Chicago, IL- 13,546 Attendees
Strategic Management Conference, Palm Springs, CA- 594 Attendees
Workplace Diversity Conference & Exposition, Atlanta, GA- 827 Attendees
Leadership Conference, Arlington, VA- 980 Attendees
©SHRM 2008
Leading People. Leading Organizations.
NetworkingE-Mentoring• The Web-based program allows SHRM members to enter their information
and identify whether they want to be a mentor, a mentee or both.
• The system matches individuals based on the mentee’s needs and the mentor’s expertise.
• Mentors and mentees receive newsletters, guidelines and a 24-hour help line.
• To date: – Since formal launch in March, 1,438 mentors (4 percent growth since
June) and 1,048 mentees (56 percent growth since June) have registered.
– 466 completed matches (64 percent increase since June) have been made with 723 matches in various stages of establishment.
– E-mail survey to matched mentor and mentee results showed: 78.5 percent of mentees would recommend the program to others 83.7 percent of mentors would recommend the program to others
©SHRM 2008
Leading People. Leading Organizations.
Networking• Social Networking
– Create a robust, online social networking platform enabling self-forming communities of interest to foster member to member communications.
– Connect with your colleagues; – Develop your own HR networks; – Share your calendar with
friends and colleagues;– Share stories, photos, case
studies, and other documents.
We’ve taken the best ideas to create acustomized design specifically for HRprofessionals.
©SHRM 2008
Leading People. Leading Organizations.
Setting the AgendaDiversity Initiative
• Launched International Diversity Research.
• Hosted a Leadership Summit on Diversity with 111 of the field’s top global leaders, academicians, business leaders, diversity practitioners and experts. Participating countries included U.K., South Africa, Canada, China, Mexico, Germany, Japan, Spain, Switzerland and the U.S.
• Conducted a comprehensive Diversity Content/Practice Analysis and publish and promote the results of the research to the HR and business community.
• Based on the outcome of the Diversity Practice Analysis and the Diversity Practitioner’s Summit, investigate the possibility of credentialing the diversity management field.
©SHRM 2008
Leading People. Leading Organizations.
Setting the Agenda
Academic Initiative
SHRM’s Academic Initiative is setting the agenda for educational
requirements, raise the bar for HR degree content and underscore
the point that HR is a profession with specific educational
requirements.
– 37 have schools have adopted the SHRM curriculum– Continue to develop content for use in HR classrooms.
– Complete feasibility study of SHRM University.
– Help bridge the gap between students and employers.
– Introduce internship funding.
©SHRM 2008
Leading People. Leading Organizations.
International/Global Strategy• Increase awareness and knowledge of global business and
human resource management issues among SHRM membership.
• Broaden SHRM mission to serve the HR professional and advance the HR profession to targeted countries.
• China - Provide HR programs and services to both senior and entry-level HR professionals.
• India - Be a primary provider of HR programs and services.
• Canada - Create strategic alliances with existing national and provincial level HR organizations in Canada to provide programs and services.
Setting the Agenda
©SHRM 2008
Leading People. Leading Organizations.
Setting the AgendaSustainability
– Completed a Phase I plan identifying… how SHRM can operate as a more sustainable business; and what resources members need within their organizations.
– Of the 79 global metrics on sustainability, 24 fall within HR’s purview, including: Diversity Compensation and Benefits Health and wellness Job Security / Job Loss Workplace Conditions Work / Life Balance
– Developing Pre-Conference Session for Annual Conference on the intersect between HR and Sustainability.
©SHRM 2008
Leading People. Leading Organizations.
Setting the Agenda
Workforce Readiness– Conducted focus groups, webcasts and surveyed SHRM members
to gain full understanding of the “workforce readiness” issue; – Developed strategy to determine SHRM priorities in three major
roles:
Awareness: One-stop repository / clearinghouse for timely info;
Action: Partner with key organizations; support relevant activities;
Advocacy: Participate in / influence relevant public policies.
– Conducted a Special Expertise Panel Summit to begin sharing ideas and developing SHRM’s strategy.
©SHRM 2008
Leading People. Leading Organizations.
SHRM Public Relations CampaignOverall Campaign Elements:
• Earned Media Outreach to pitch SHRM-generated information and inject HR perspectives into the business news of the day;
• Major Speaking Opportunities for SHRM officials to promote HR’s voice;
• Sponsorships of programs and special events to elevate the image of HR and increase SHRM’s influence;
• Strategic Partnerships to enlist the help of other influential groups to communicate or echo SHRM’s messages;
• Toolkit for SHRM members to help HR professionals “advance the profession” in their own organizations and communities;
• Paid Media / Advertising to re-enforce earned media and other communications activities, and to link HR and SHRM to critical workplace / business issues:
– Ads on CNN Election coverage and programs; Fox Business Network; CNBC
– National Public Radio– BusinessWeek, Fortune, Harvard Business Review, etc.
Ensuring HR is Recognized for its Contributions
©SHRM 2008
Leading People. Leading Organizations.
Ensuring HR is Recognized for its ContributionsHuman Capital Leadership Awards• Four categories:
– Strategic HR Leadership– Innovative Business Solution – Competitive Workforce– Human Capital Business Leader of the Year
• Winners and finalists announced at Strategy Conference.• 2008 winners include Nebraska Furniture Mart; Capital One;
Lisa B. Peters, Chief HR Officer for The Bank of New York Mellon; Merck Serono.
• Open to members and non-members, US and international; no entry fee.
• www.shrm.org/leadershipawards
©SHRM 2008
Leading People. Leading Organizations.
Ensuring HR is Recognized for its ContributionsSHRM’s 60th Anniversary
• Completed a commemorative coffee table book about SHRM’s 60-year history
• Highlighted our history during Annual Conference through multi-media presentation.
• Arranging for a Congressional Resolution recognizing SHRM for its contributions.
©SHRM 2008
Leading People. Leading Organizations.
HR Stimulus Prize
WHAT: “HR Confronts the Downturn” Economic Stimulus Prize
WHO: All SHRM members, including at-large and local chapter members,
are eligible.WHEN: Entries will be accepted from December 15, 2008 – January 20, 2009.WHERE: SHRM’s website will have the online submission form and
competition details
WHY: To highlight our members’ innovative efforts to confront the economic downturn.
HOW: Complete the online submission on SHRM Online form betweenDecember 15, 2008, and January 20, 2009.
• Ten winners to be announced in early February 2009.
• SHRM will publicize the winning case studies and produce a compilation of the best entries.
Ensuring HR is Recognized for its Contributions
©SHRM 2008
Leading People. Leading Organizations.
I’m pleased to share
the following results
with you…
I’m pleased to share
the following results
with you…
©SHRM 2008
Leading People. Leading Organizations.
Total SHRM Membership
170,660183,593 194,195
206,372
9,334
11,04811,543
10,870
13,787
16,031
237,354
237,350238,606
250,820
222,711
13,300 14,78614,168
2003 2004 2005 2006 2007 2008 YTD Oct
2008 Plan
2008 Forecast
2009 Plan
Students
Professional 236,498
217,242205,738
194,641179,994
264,988253,385 250,650
2003 - 2009
253,392
©SHRM 2008
Leading People. Leading Organizations.
SHRM Professional Membership %
37% 36%34% 34% 34%
33%
67%63% 64% 66%
66% 66%
0%
10%
20%
30%
40%
50%
60%
70%
80%
2003 2004 2005 2006 2007 2008 YTD Oct
Chapters At-Large
Distribution Chapter v. At-Large
©SHRM 2008
Leading People. Leading Organizations.
SHRM Professional Membership
63,04766,082 66,856 70,150
75,142 78,065
159,289
106,977116,439
127,339
136,222146,569
-
20,000
40,000
60,000
80,000
100,000
120,000
140,000
160,000
180,000
2003 2004 2005 2006 2007 2008 YTD Sep
Chapters At-Large
Distribution Chapter v. At-Large
©SHRM 2008
Leading People. Leading Organizations.
Financial Results From SHRM Operations
Favorable 2008 2008 (Unfav.)Plan Forecast Variance $
Revenue 114,072,900$ 109,953,500$ (4,119,400)$ Expense (112,247,200) (109,796,600) 2,450,600
Increase to NA from Operations 1,825,700 156,900 (1,668,800)
Strategic Initiatives (5,697,700) (6,251,800) (554,100)
Investment Income 6,660,900 1,000,000 (5,660,900)
Unrealized Loss on Investments - (25,000,000) (25,000,000)
Increase to Net Assets 2,788,900$ (30,094,900)$ (32,883,800)$
The variance in Operations is mainly due to a shortfall in advertising revenues.
Strategic Initiatives changed due to the net of an additional $1.95 million sponsorship of CNN's Election Coverage, as approved by the Executive Committee of the Board of Directors, an additional $540,000, mainly due to the success of the Diversity Summit, which had more than 100 attendees including 26 international, although we originally anticipated 5 international participants and we upgraded the hotel and facilitation and savings of $2 million due to the delay of the Strategic Review.
Investment income decreased due to the poor market conditions to date, which are not expected to turn around in the short run.
2008 Plan vs. 2008 Forecast
©SHRM 2008
Leading People. Leading Organizations.
SHRM Total Net Assets
$86.2
$102.7
$117.6
$138.3
$151.4
$121.0
$154.1
$121.2$117.0
$0.0
$20.0
$40.0
$60.0
$80.0
$100.0
$120.0
$140.0
$160.0
2003 2004 2005 2006 2007 2008 YTD Oct
2008 Plan
2008 Forecast
2009 Plan
2003 - 2009millions
©SHRM 2008
Leading People. Leading Organizations.
71,00077,000 77,000 80,600
89,20096,400 100,000 100,000
2003 2004 2005 2006 2007 2008 YTD Oct
2008 Plan
2008 Forecast
2003 - 2009
HR Certification Institute Total Certified Professionals