June 26 th , 2011 - SHRM Annual Conference & Exposition

1. June 26-29, 2011 Las Vegas, Nevada June 26th, 2011 - SHRM Annual Conference & Exposition VOLUNTEER LEADER BRIEFING

2. Welcome Pamela J. Green, SPHR Chief US Membership Officer

3. Today’s Agenda • Welcome • MAC Update • Global Membership • Knowledge Development • Government Affairs • SHRM Foundation • HR Certification Institute • Student &YP Programs • Wrap Up & Prize • Giveaway

4. Welcome Jose Berrios Chair, SHRM Board of Directors Hank Jackson, CPA SHRM President & CEO

5. Membership Advisory Council Update Pamela J. Green, SPHR Chief US Membership Officer

6. What is the Membership Advisory Council (MAC)? • Purpose: • Serves as an interface between the Society’s volunteer leaders, SHRM Board of Directors , SHRM Foundation and HR Certification Institute boards and staff. • Provides strategic input from the membership to the Board of Directors and feedback from the Board of Directors to the membership. • Provides operational input to the Society and receives operational feedback from the Society to help the Society provide optimum leaders. • Responsible to:  • SHRM Board of Directors

7. 2011 Membership Advisory Council Northeast Region Daniel “Dan” Griffiths, PHR CT, MA, ME, NH, NY, RI, VT, DE, MD, NJ, PA dan@goalqpc.com Southeast Region Eunice Glover AL, GA, FL, MS; BM, BS, PR, USVI, DC, KY, NC, SC, TN, VA, WV CEOL1@bellsouth.net Southwest Central Region Tara Mauk Arthur, PHR AR, LA, MO, OK, TX, AZ, CO, KS, NM, UT Tara.Arthur@sflic.net

8. 2011 Membership Advisory Council North Central Region Betty Lonis, SPHR IA, MN, WI, ND, SD, NE, IL, IN, MI, OH Betty.Lonis@salliemae.com Pacific West Region Scott Washburn, SPHR AK, CA, HI, NV, GU, CNMI, ID, MT, OR, WA, WY Scott.Washburn@treetop.com

9. MAC Report MAC Report 1st Six Months of 2011

10. SHRM’s Global Impact Janet Parker, SPHR, GPHR Chief Global Membership Officer

11. US Membership Overview • Total US Membership • 233,634 • 600 Chapters • Average HR tenure of members 15 years • Total Student Membership •  16,165

12. US Membership Initiative Chapter Study • SHRM & its chapters see an opportunity to simplify and improve the existing chapter structure to increase collaboration, strengthen relationships, create more consistency in educational offerings, reduce administrative tasks, & thereby enhance the volunteer experience. • Data collection on the chapter study is complete and is being reviewed with volunteer leaders and key SHRM employees. • Options are being reviewed to address the feedback. • The next step is for the taskforce to finalize its analysis and prepare recommendations for Board review in August.

13. Global Growth will focus on building relationships with multinational enterprises (MNE) and growing membership opportunistically. Global Growth Strategy

14. Global Growth • SHRM India is actively pursuing this strategy by cultivating strong relations with leading MNEs that have significant operations in India. • We will transition our China presence from a representative office to a wholly foreign owned enterprise (WFOE), which will allow us to do business in China as well as gain certain tax advantages.

15. Global Membership • Total membership outside of the US   • 7,588  (2,473 in India) • Eight (8) SHRM Forums have been created in the Cayman Islands, Egypt, Ghana, Nigeria, Pakistan, Switzerland, Trinidad/Tobago, and the United Arab Emirates (UAE). • Three others are in formation, in France, Kuwait, and Lebanon. • Examples of MNC’s represented by members Alcatel-Lucent, AstraZeneca, BP, Carrefour, Deloitte, DHL, Emaar, Ernst & Young, Franklin Covey, Hay, etc. • Ten forums in India focused on 'learning stations' for sharing knowledge, best practices and solutions.

16. Conclusion Opportunities and challenges differ from state to state and around the world, but there is a common thread among our HR leaders: their passion and commitment to the profession. THANK YOU FOR YOUR LEADERSHIP!

17. Knowledge Development Update Deb Cohen Chief Knowledge Development Officer

18. Domestic and Global Standards Status • In June of 2010, SHRM sponsored the start of two standards development taskforces. (Diversity and Metrics) • Cost Per Hire Metric Standard – is likely to be the first HR American National Standard, published later this year. • The Performance Management, Workplace Violence Prevention and Intervention, and Workforce Planning draft standards will go out for public review this year. • ISO membership approved proposal in January 2011 & ISO ratified vote in February 2011. ANSI will run the Secretariat for this TC 260 for two years and then SHRM will be the Secretariat indefinitely. • SHRM is also Administrator for the US Technical Advisory Group (US TAG) for this HRM Technical Committee for an indefinite period. • First plenary meeting of ISO Technical Committee 260 for Human Resource Management will be November 10-11 in Washington DC. • Hired new Manager, HR Standards, Amanda Benedict. • .

19. Competencies & Research Department Section Title (12 point Arial; color = white) HR Competencies • 2011 Milestones • Began work on a comprehensive competency framework for all HR professionals at each stage of their careers • Set a global taskforce to help design this framework • Selected a Strategist, Dr. Alex Alonso, to lead development • On-going work • Meeting with HR professionals worldwide to identify competencies for today and tomorrow • Using HR professionals’ input to design a user-friendly career roadmap Research Department • 2011 Milestones • Launch of the Customized Research Service • Launch of the SHRM People Insight Service • Addition of Benefits and Job Satisfaction/Engagement Benchmark Reports • On-going work • Surveys & Polls (e.g., HR & Technology, Drug Testing, Bullying) • LINE and Forecast

20. Academic Initiatives and Knowledge Center Section Title (12 point Arial; color = white) • Academic Initiatives • 2011 Milestones • Launched Assurance of Learning Assessment & Preparation Guidebook • Debuted Case Solving Competitions at Regional Student Conferences • 246 HR programs at 198 universities follow our guidelines • On-going work • Strategic alliances with AACSB and FBLA • Content development for HR faculty to use in classrooms • State of HR Education Longitudinal Study • Knowledge Center • 2011 Milestones • Provided over 38,000 tailored responses to HR questions from more than 23,000 members. • Delivered over 315,000 Express Requests to more than 62,000 members. • On-going work • New toolkits, HR Q&A’s and other reference content added to website.

21. June 26-29, 2011 Las Vegas, Nevada SHRM 2011 Annual Conference & Exposition SHRM’s Efforts on Veterans Employment Michael P. Aitken • June 26, 2011

22. Veteran Unemployment Rate

23. Employing Military Personnel & Recruiting Veterans HR Professionals Perspectives on Vets • The majority of employers are considering hiring veterans; with 53% of respondents saying that, within the previous 36 months, their organization had hired veterans as full-time, part-time or temporary/contract workers. • Of those organizations that hired at least one veteran, 50% revealed that they had made a specific effort to recruit and hire veterans. • Organizations find that veterans make extremely positive contributions to the workplace. Source: SHRM 2010 Poll: Employing Military Personnel and Recruiting Veterans—Attitudes and Practices.

24. Employing Military Personnel & Recruiting Veterans HR Professionals Perspectives on Vets • However, many HR professionals are unaware of the program available to assist employers. According to a poll we took last spring nearly seven out of ten HR professionals were not at all aware of VETS…or the Labor Department’s Veterans’ Employment Representative Program…or the Disabled Veterans’ Outreach Program.  • Cornell University School of Industrial Relations found more of the same…  • 87% of HR professionals were unaware of the Tip of the Arrow Foundation…  • 73% were unaware of the Department of Veterans Affairs’ “VetSuccess” program… • …and 60% were not aware of such resources as Wounded Warrior… Job Opportunities for Disabled American Veterans…and the Paralyzed Veterans of America.

25. Employing Military Personnel & Recruiting Veterans SHRM’s Efforts on Veterans Employment • Partnerships with key federal agencies: • Employer Support of the Guard and Reserve • Department of Labor’s Veterans Employment and Training Service (VETS) • Department of Veterans Administration • Training programs and education materials for HR professionals • Advocacy and outreach efforts

26. Employing Military Personnel & Recruiting Veterans • Employer Support for the Guard and Reserve • SHRM formed a partnership with the Department of Defense’s Employer Support of the Guard and Reserve (ESGR) by signing a Statement of Support in March 2010.  • Currently working with ESGR to link all SHRM state councils and chapters with their local ESGR office and encourage them to sign their own statement. • More than 300 SHRM chapters and 31 SHRM State Councils have signed a Statement of Support to date. • SHRM serves as a member of the Secretary of Defense Employer Support Freedom Award National Selection Board. The Award is the Department’s highest recognition given to employers for exceptional support of their employees serving in the Guard and Reserve.

27. Employing Military Personnel & Recruiting Veterans • Department of Labor VETS • SHRM has also developed a deeper relationship with VETS, to complement our ongoing partnership with ESGR. • Core of our work with VETS is in helping the agency to inform employers across the nation about the resources that are available to them in finding, recruiting, and retaining military veterans. • We are working with VETS to create a toolkit for employers. It will: • Practical steps for creating a hiring program • Provide tools to identify, recruit, and hire and retain veterans. • Working with VETS to identify states that will be pilot sites for a more cooperative relationship between SHRM chapters and VETS.

28. Employing Military Personnel & Recruiting Veterans • Military Employment Programming at • SHRM Annual Conference • Session brings together HR professionals, business leaders, federal agencies and hundreds of members of the military. We showed employers how they could benefit each other, focusing on the skills they each need to succeed as partners. • We are offering the same program today. The six-hour program will focus on everything needed to recruit and accommodate veterans, wounded warriors, and spouses.

29. Employing Military Personnel & Recruiting Veterans • Advocacy and Outreach Efforts • Interim President and CEO Hank Jackson testified on June 1 to the House Veterans Affairs Committee to discuss the transition of military veterans to the civilian workforce. • White House invited SHRM to participate in “Joining Forces,” an initiative focused on the needs of military families led by First Lady Michelle Obama and Dr. Jill Biden.  SHRM will: • Develop materials with our VETS toolkit to provide information on effective practices for recruiting and retaining military spouses, maximizing workplace flexibility and other policies to support military families. • Participating in the “Hiring our Heroes Los Angeles” job fair on July 10. The event, which is co-hosted by the U.S. and Los Angeles Area Chambers of Commerce and the Foundation of Prince William and Prince Harry, hopes to have 200 employers and 1,500 military veterans and spouses at the job fair.

30. SHRM / Families & Work Institute Partnership Lisa Horn Senior Government Relations Advisor

31. SHRM / FWIPartnership Update • Successfully launched partnership with the Families and Work Institute on February 1, 2011. • Developed and integrated educational programming into the 2011 SHRM conferences. • Published the 2011 Guide to Bold New Ideas for Making Work Work, highlighting innovative workplace strategies from organizations awarded the Alfred P. Sloan Award for Business Excellence in Workplace Flexibility. • Developed the premier work-life thought leader conference to be held in Washington, D.C., November 8-10, 2011. • Hosted two webcasts on workplace flexibility, available at www.shrm.org/webcasts. • Identified 6 target states to grow the When Work Works initiative in 2011.

32. When Work Works: Community Partners & Target States Twin Cities, MN Oregon New Hampshire Winona, MN Boise, ID Rochester, MN Providence, RI Milwaukee, WI Michigan Long Island, NY Chicago, IL Dayton, OH Morris County, NJ Salt Lake City, UT Richmond, VA Aurora/Denver, CO Louisville, KY Long Beach, CA Arizona Durham, NC Charleston, SC Georgia Dallas, TX Houston, TX Melbourne-Palm Bay, FL Approximately 30% of the U.S. population Currently 5 Statewide initiatives: Arizona · Georgia · Michigan · New Hampshire · Oregon

33. SHRM / FWI PartnershipNext Steps • Conduct and share research • National Study of Employers, November 2011 • Provide additional information and resources that will help employers successfully implement workplace flexibility • Employer Resource Guide, November 2011 • 2012 Guide to Bold New Ideas, November 2011 • Additional webcasts on workplace flexibility, Fall 2011 • Grow the When Work Works initiative to continue to offer the Sloan Awards • State Council/Community Partner Toolkit, Fall 2011 • Workplace flexibility programming in 2011 target states • Host Work-Life Focus: 2012 and Beyond • November 8-10, 2011 • Washington, D.C.

34. SHRM Advocacy Team Update David M. Lusk Senior Associate, Member Advocacy

35. SHRM Advocacy Team: A Member-Driven Initiative

36. SHRM Advocacy Team: A Member-Driven Initiative Importance of the Initiative SHRM Advocacy Team (A-Team) Purpose and Importance • Developed to ensure that when Congress, state legislatures, regulators or the courts are developing workplace policy, the voice of the HR profession is heard. • Thousands of interest groups vie for attention in Washington and the states; it’s critical that we turn up the volume on behalf of HR. • SHRM members best understand and are best suited to communicate how public policy affects employees, employers and the HR profession as a whole. • Follows through on SHRM’s strategic commitment to be a Thought Leader of the HR profession.

37. SHRM Advocacy Team: A Member-Driven Initiative About the Advocacy Team (A-Team) • Intended to build upon the successful (but mostly) ad-hoc country-wide efforts already underway. • Year two of five-year implementation (incremental rollout). • Informs legislators of policy impacts upon employers in her/his district. • Two levels of participation: • HR Advocate – broad-based participation to engage members at the state and district level. • Advocacy Captains – one per congressional district in each target state who takes on a leadership role. • SHRM’s Regional-Chapter structure does not align with boundaries of congressional districts.

38. SHRM Advocacy Team: A Member-Driven Initiative Role of SHRM A-Team Members “Advocacy Captain” Requirements • Must be a SHRM member in good standing. • Strong preference for prior or current experience as an HR professional (HR certification highly desirable). • Must live within the congressional district he / she is representing as an Advocacy Captain. • Appointment is made by SHRM with input from state councils and chapter representatives, among others. • Serve a two-year term beginning the first day of January and ending the last day of December. May be reappointed for additional terms. It is advisable that an individual serves in this position for multiple terms.

39. SHRM Advocacy Team: A Member-Driven Initiative 2010 & 2011 Target States Trained WA OR ME WI NY CA NV PA NE IL OH RI WV KS VA NM DE AR AL TX FL SHRM Members Trained: 1,500 Volunteers Identified: 400

40. SHRM Advocacy Team: A Member-Driven Initiative 2010 & 2011 Target States with Advocacy Captains WA OR ME WI NY CA NV PA NE IL OH RI WV KS VA NM DE AR AL TX FL States with Advocacy Captains Selected

41. SHRM Advocacy Team: A Member-Driven Initiative 2010 & 2011 Target States with Advocacy Captains WA OR ME WI NY CA NV PA NE IL OH RI WV KS VA NM DE AR AL TX FL States with Advocacy Captains in 100% of Districts

42. SHRM Foundation Update Karen Silberman Executive Director

43. The SHRM Foundation isReaching for the Sky! SHRM Foundation Update Visit us at the SHRM Booth #1947 Learn about our programs and pick up your free report. Make a charitable donation to the 2011 Annual Campaign. Add your signature to our sky. Receive a limited-edition pin.

44. SHRM Foundation - Scholarships & Research Grants SHRM Foundation Update Scholarships: $100,000 annually to support SHRM members pursuing a graduate or undergraduate degree or professional certification. Apply on line! Applications due July 15. Research Grants: Goal: Fund $1 million annually by 2015 18 projects currently in process, totaling $1.1 million. Relevant, actionable insights for HR practitioners, plus academic impact.

45. SHRM Foundation - Educational Products SHRM Foundation Update Effective Practice Guidelines Series New title available – stop by our booth #1947. Concise summary of what’s known based on research Easy-to-use format for busy HR professionals All 11 titles available for free download from Foundation website Educational DVDs Doing Well by Doing Good: Global Sustainability(fall 2010) Complete teaching tool - discussion guide and presentation slides Real-world case studies of successful companies

46. HR Certification Institute Update Mary E. Power, CAE, CMP Executive Director

47. HR Certification Institute 2011 Update • 2010 was a historic year, with more than 41K applications submitted. Fueled in large part by: • Awareness created by 2011 eligibility changes • Increased marketing efforts • Unwavering support from the Chapters • Our recertification rate for the year reached 81%. • Driven by relevance and importance of continuous learning • Currently, more than 117K certified HR Professionals across the US and 83 countries.

48. HR Certification Institute 2011 Update

49. HR Certification Institute 2011 Update

50. HR Certification Institute 2011 Update • In 2011, a renewed focus on Recertification • Creating greater awareness of recertification process and options. • Based on feedback from business community • Expanded support and marketing resources for Chapters promoting certification application efforts. • Promoting greater value of HR Certification to the professional and the organizations they serve.