Pam Green, SPHR Chief Membership Officer Presentation Title Presenter’s Name Date China Miner Gorman COO.

Pam Green, SPHRChief Membership Officer

Pam Green, SPHRChief Membership Officer

Presentation Title Presenter’s Name • Date

China Miner GormanCOO

©SHRM 2008

Leading People. Leading Organizations.

Laurence (Lon) O’Neil

SHRM President & Chief Executive Officer

©SHRM 2008


Steve Miranda, SPHR, GPHR

SHRM Chief Human Resource,

Strategic Planning & Diversity Officer

©SHRM 2008


Henry (Hank) Jackson, CPA

SHRM Chief Financial Officer

©SHRM 2008


Henry Hart, J.D.

SHRM Chief General Counsel

©SHRM 2008


Bob Carr, SPHR

SHRMChief Professional

Development Officer

©SHRM 2008


Deb Cohen, Ph.D., SPHR

SHRM Chief Knowledge Officer

©SHRM 2008


Pam Green, SPHR

SHRM Chief Membership Officer

.

©SHRM 2008


Stephen Horn

SHRM Chief Global Marketing Officer

©SHRM 2008


Bill Maroni

SHRM Chief External Affairs Officer

©SHRM 2008


Gary Rubin

Chief Publishing and E-Media Officer

©SHRM 2008


Sheila Finlayson, Esq.

SHRM Director of Board Relations

©SHRM 2008


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


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


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


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


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

http://www.shrm.org/compensationdata/TopManagementPosDescription.pdf

http://www.shrm.org/compensationdata/ProfessionalSpecializedServicesPosDescription.pdf

http://www.shrm.org/compensationdata/TechniciansPosDescription.pdf

http://www.shrm.org/compensationdata/AccountingFinancePosDescription.pdf

http://www.shrm.org/compensationdata/EngineeringPosDescription.pdf

http://www.shrm.org/compensationdata/ITPosDescription.pdf

http://www.shrm.org/compensationdata/ITPosDescription.pdf

©SHRM 2008


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


Providing Comprehensive InformationSHRM’s New Web Site

©SHRM 2008


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


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


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


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


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


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


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


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


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


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


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


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


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


I’m pleased to share

the following results

with you…

I’m pleased to share

the following results

with you…

©SHRM 2008


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


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


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


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


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


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

©SHRM 2008


SHRM Foundation Annual Campaign Contributions

$553,000

$695,500

$599,500

$691,000

$765,000

$485,400

$400,000$392,200

2003 2004 2005 2006 2007 2008 YTD Oct

2008 Plan

2008 Forecast

2009 Goal

2003 - 2009

$804,000

Pam Green, SPHR Chief Membership Officer Presentation Title Presenter’s Name Date China Miner Gorman COO.

Documents

leading people

leading organizations

gphr shrm chief human

emedia officer slide

hr knowledge

hr professionals

professional relationships

human resource profession