Society for Human Resource Management

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

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Agenda

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

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SHRM Executive Team

• Gail Aldrich, SPHR, Chief Membership Officer
• Bob Carr, SPHR, Chief Professional Development
  Officer
• 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

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Total SHRM Membership 1998 - 2006
219,900
207,700
206,200
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Professional Member Retention1998 - 2006
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Member Satisfaction Index
Percentage
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SHRM Professional Membership Distribution Chapter
vs. At-Large
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SHRM Professional Membership Distribution Chapter
vs. At-Large
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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
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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)
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SHRM Total Net Assets1998 - 2005
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Net Assets as a Percent of Revenue1998 - 2006
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PHR, SPHR and GPHR Examinees1998 - 2005
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HRCI Total Certified Professionals 1999 - 2005
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HRCI Pass Rate Results 1998 - 2005
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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.

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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.

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Serve the Professional (STP)

• Examples of STP Activities in 2005

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STP 2005

• Hurricane Response Efforts
• Enlistment of volunteers for American Red Cross
• EAPA partnership
• 45 day reprieve on I-9 requirements
• SHRM Online www.shrm.org/issues/hurricane
• 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

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STP 2005

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

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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
  date.

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
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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
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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

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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.

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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.

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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
  Leaders.

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STP 2005

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

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STP 2005

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

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Serve the Professional 2006 Plans

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

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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

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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.

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STP 2006

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

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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
  Conference.
• Series of Web casts on Business Leadership slated
  in late 2005/2006.

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Advance the Profession (ATP)

• Examples of ATP Activities in 2005

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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
• www.shrm.org/research/benchmarks

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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.
• www.shrm.org/trends

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ATP 2005

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

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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.

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ATP 2005

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

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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. 

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ATP 2005

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

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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

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ATP 2005

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

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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

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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.

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ATP 2005

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

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SHRM Foundation
New DVD! Fueling the Talent Engine Finding
and Keeping High Performers Promo Video
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SHRM Foundation
Judy Clark, SPHR Director-at-Large SHRM Board of
Directors
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Advance the Profession 2006 Plans

• A few of our planned activities to Advance the
  Profession in 2006

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ATP 2006

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

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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
  India.
• Will translate some of our content into Chinese.

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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.

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ATP 2006

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

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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.

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ATP 2006
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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
  program.

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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
  year.
• Preparation for employee satisfaction survey next
  year.

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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
  U.S.

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Valuing our Volunteers 2005

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

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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.

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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.

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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.

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Valuing our Volunteers 2005

• Volunteer Opportunities Center (VOC) - Launched
  2005
• 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
  press.
• At www.shrm.org/volunteer

Complete your profile today!
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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
  2005-2006.
• A Corporate Social Responsibility sub-panel
  created.
• First temporary panel created
• Disaster Response Panel

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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 www.shrm.org/speakers

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Valuing our Volunteers 2006

• A few plans for 2006 in this important area.

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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
  events.
• Town Hall Meetings SHRM will explore holding
  town hall meeting in each region featuring the
  CEO and Board members and encouraging networking.

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SHRM Annual Business Meeting

• A busy 2005 and an exciting 2006!

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SHRM Annual Business Meeting

• Questions?