Presentation Title Presenter’s Name • Date

1. Presentation Title Presenter’s Name • Date All-Regions Meeting June 27, 2010

2. WELCOME TO SAN DIEGO !!

3. Today’s Agenda • Chief U.S. Membership Officer Update • Pamela J. Green, SPHR • Membership Advisory Council Report • Toni Knechtges, SPHR • Government Affairs • Mike Aitken • Global Programs • Brian Glade, SPHR, GPHR • SHRM Foundation • Laurie Perry

4. Today’s Agenda • HR Certification Institute • Cornelia Springer, CAE • Academic Initiatives • Deb Cohen, Ph.D., SPHR • HR Standards Initiative • Lee Webster, JD, MBA, SPHR • SHRM Store • Vince Caldwell • SHRM CEO/Board of Directors Welcome • Lon O’Neil & Robb van Cleave

5. In Memoriam Sharon K. Koss, SPHR, CCP 1956 - 2010

6. CHIEF U.S. MEMBERSHIP OFFICER UPDATE

7. MEMBERSHIP ADVISORY COUNCIL UPDATE

8. GOVERNMENT AFFAIRS

9. Government Affairs Update SHRM’s strategic plan will concentrate on six key areas:  • Developing more world-class research and knowledge-based content for a growing core membership; • Continuing to operate as a financially-sustainable organization to fulfill its mission; • Expanding its advisor and advocacy roles worldwide; • Attracting and engaging senior HR executives and other business leaders; • Engaging and serving the HR needs of non-HR professionals; and • Continuing to grow as a global organization in emerging markets, such as India and China. SHRM Press Release – August 27, 2009

10. Government Affairs Update Why is it important for HR to be involved in the debate over workplace policies? “America is not governed by the majority, but by the majority of those who participate.”

11. Government Affairs Update SHRM’s 2010 Advocacy Initiative • Launched the program at the 2010 Employment Law and Legislative Conference in March with our State Legislative Directors. • Program will encourage participation in all 50 states, but will focus our efforts with an initial 10 states in 2010 and a pilot program - California. • Program will be phased-in to all 50 states over a five-year period. • The 10 key target states for 2010 will be dispersed throughout the 5 SHRM regions and include Alabama, Arkansas, Florida, Kansas, Maine, Nebraska, New York, Rhode Island, Washington and Wisconsin.

12. “SHRM Advocacy Team” We have invited 344 SHRM “advocates” from the 10 targeted states and California attending the Annual Conference to attend an informational breakfast on Monday, June 28, in Sapphire Ballroom C beginning at 7 AM to learn more about the SHRM Advocacy Team. If your schedule permits, how would you like to join us too?

13. SHRM GLOBALIZATION ACTIVITIES

14. SHRM’s Mission has no geographic boundaries: To Be the Globally Recognized Authority on Workplace Challenges

15. Focus • India, China, Canada • Rest of World (ROW)

16. Products and Services • Educational programs • Membership • Research • People to People delegations

17. Membership • Approx 5,000 members in 142 countries • SHRM Member Forums • Nigeria, Egypt, Dubai/UAE, Switzerland, Trinidad & Tobago, Jamaica • Lebanon, Kuwait, Singapore

18. What’s Next • China strategy • Global strategy

19. SHRM FOUNDATION

20. The SHRM Foundation is Growing! Visit us at the SHRM Booth #1731 Learn about our programs and pick up your free report. Make a charitable donation to the 2010 Annual Campaign. Add your signature to our tree. Receive a limited-edition pin.

21. SHRM FoundationScholarships and Research Grants Scholarships: $100,000 annually to support SHRM members pursuing a graduate or undergraduate degree or professional certification. Applications due July 15. Research Grants: On track to fund $500,000 in new research grants this year. 22 projects currently in process, totaling $1.5 million. Relevant, actionable insights for HR practitioners, plus academic impact.

22. SHRM FoundationEducational Products Effective Practice Guidelines Series: New title available – stop by our booth #1731. 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: Once the Deal is Done: Making Mergers Work (fall 2010) Complete teaching tool with discussion guide and powerpoint slides. Real-world case studies of successful companies

23. HR CERTIFICATION INSTITUTE

24. HR Certification Institute Update • Certification Numbers 2010 GOAL As of Jun 14 • Recertification 76% of those due or 19,546 — on target • Launched new hrci.org website • PHR/SPHR practice analysis • Eligibility requirement change

25. HR Certification InstituteConference Activities (continued) • Eligibility Requirement Changes • Hand out “Ask Us” cards • Get Certified. Get Noticed. • Marketing Campaign • Ribbons • Paper and Pencil Exams • CA—Wednesday, June 30th; 12:30pm; Marriott - Columbia • GPHR—Thursday, July 1st; 8:00am; Marriott – Columbia • Global Lounge • Table Topics • Focus Groups • Seven (1 military; 1 CA; 5 international) focus groups

26. HR Certification InstituteConference Activities • Hideaway • One-on-one recertification counselor sessions • Memorial Book for Sharon Koss • Survivor Pack to promote value of certification • Booth • Quiz to publicize eligibility requirement change—chance to win scholarship for free exam • Get Certified. Get Noticed. Giveaways (mirrors, ribbons) • Leadership Lounge • iPad giveaway • International Reception (Monday, June 28; 5-7:30pm) • For International attendees, GPHRs (invitation only) • Concurrent Sessions • Value of HR Certification Around the World; Tuesday, June 29th ; 4-5:15pm • Recertification: Its Easier than You Think; Wednesday, June 30th; 10-11:15am

27. ACADEMIC INITIATIVES

28. Academic Initiatives Update • AI continues to move full speed ahead building on successes of previous years: • 173 programs at 149 universities align with curriculum guidelines • Over 70 case studies and learning modules developed for HR Educators to use in classrooms • 56 internship sponsorship awards of $5,000 each awarded over the last three years • Teaching track for HR educators piloted at this conference

29. AI update continued • State of HR Education Longitudinal study now in its 3rd year • Curriculum guidelines revalidated in early 2010. • Newest project is the Assurance of Learning Assessment • An exit exam for graduating HR students • Undergraduate students & graduate students with no HR-related work experience

30. Assurance of Learning Assessment • The goals of this assessment are fourfold: • To help universities meet their accrediting body’s assurance of learning requirements by showing that the HR degree program teaches its students what it says it will teach them • To show that the student has acquired the knowledge required to enter the HR profession at the entry level • To provide HR students with an achievement, by passing an exit exam, to help them differentiate themselves in the job marketplace • To replace a student’s eligibility to take the Professional in HR (PHR) certification offered by the HR Certification Institute. • Technical Advisory Committee guides SHRM’s decision making

31. Assurance of Learning Assessment • Over 90% of faculty and HR practitioners surveyed agree this is a good idea! • Background review coupled with faculty and practitioner surveys focused on: • Test specifications including using the SHRM HR Curriculum guidelines as a basis for the assessment • Test item types (knowledge, concept, and situational judgment), authorship, editing, etc. • Test length in number of hours and in total number of items • Reliability (internal and classification consistency) and validity measures, standards, criterion measures, etc. • Pricing options for examinees and universities • Eligibility requirements to take the exam • Frequency of test administration • Accommodations needed by examinees • Test administration locations and procedures • Scoring assessments including how and when to report scores • Launch of assessment & timeline to accomplish work in time for launch

32. Assessment Basics • 150 multiple choice items based on content areas outlined in SHRM’s HR curriculum guidelines. • 3 hours to complete. • Individual scores available to students and the student’s university. • Preparation materials available late fall 2010. • Exam registration website launches January 2011 featuring product bundles and pricing options. • First test window will be spring 2011, exact month TBD.

33. What does the assessment cover? • Employee and Labor Relations; • Employment Law; • HR and Organizational Strategy; • Managing a Diverse Workforce; • Performance Management; • Staffing: Recruitment and Selection; • Total Rewards; • Training and Development; • Workforce Planning and Talent Management • Leadership. • Career Planning; • Employee Benefits; • HR Mergers and Acquisitions; • Measuring HR Outcomes: Metrics and the Bottom Line; • Risk Management: Occupational Health, Safety, and Security; and • Negotiation Skills. • HR and Globalization, and • HR Information Systems.

34. Assessment Development: Next Steps • Item development • Developing preparation materials • Securing TAC advice to make policy and administration decisions • Creating a web site about the assessment • Finalizing pricing schematics for assessment and related products and services • Refining SHRM infrastructure to support the assessment administration • Identifying a test administration vendor • Creating a marketing and communication strategy • Testing the web site and internal infrastructure processes

35. Assessment Development: Next Steps (con’t) • Securing test administration vendor and testing processes • Launching assessment web site for customers to register for exam and purchase preparation materials (January 2011) • Launching the assessment with the first test window (spring 2011) • Completing item development • Editing items • Building test forms • Conducting higher-level review of test forms • Setting provisional cut (passing) scores • Conducting psychometric analyses • Setting IRT-based cut (passing scores) • Creating reports and reporting processes

36. Thank You to Our Volunteers! • Item writers • Over 100 volunteer item writers • Need Item Reviewers • Need Form Reviewers • Need Advocates in each state to help us spread the word • Need HR practitioners to understand, value and employ students who pass assessment How to become involved: Contact Nancy Woolever Nancy.woolever@ shrm.org OR Assessment@shrm.org

37. HR STANDARDS

38. Why are we (SHRM) doing this? • Define the thresholds of effective organizational performance; • Secure the foundations of professionalism in HR; • Ensure that HR organizations can deliver on their evidence based solutions; • Effectively serve the interests of our organizations, employees, and other stakeholders;

39. Why are we (SHRM) doing this? • Set the agenda on what the standards are for HR organizational success within the profession; • Elevate the view of HR practitioners as a vital, learned group of business professionals; and • Reinforce the value of other products and services SHRM provides so that they serve as comprehensive business solutions.

40. Progress So Far • In a joint venture with ASIS, an association of physical security professionals, SHRM is leading the development of Workforce Violence Prevention and Intervention standard, which we expect to have completed in the 1st Quarter of 2011. • SHRM established a 161 person Taskforce in April to develop three standards for the Staffing and Workforce Planning area. In June, SHRM established an 81 person taskforce focusing on Performance Management standards. We expect delivery of initial standards by mid-1st Quarter 2011.

41. Progress So Far • Recruitment activity for Diversity and Measures and Metrics taskforces are planned before the end of the year. We expect delivery of initial standards by 4th Quarter 2012. • SHRM has now partnered with ANSI to pursue standards development at the global level. By the end of 2010 SHRM will be the Secretariat for HR and Labor standards at ISO and the US rep to that body.

42. Future Plans • ANSI will support the development of a proposal for a new field of technical activity within ISO related to HRM (2010); • ANSI will support the development of a proposal for SHRM to be the US/TAG to the Technical Committee (2010); • ISO HR TC and US/TAG established by late-2010; • First HR ISO TC meeting occurs at SHRM HQ in 4th Qtr 2010; • First international HR Standard produced in 2011/ 2012; and • Through 2012 ANSI will assist SHRM with the administration of the ISO TC and the US/TAG.

43. SHRMStore AFFILIATES PROGRAM

44. OPTION 1. Traveling SHRMStore • The SHRMStore provides a full selection of books. • SHRMStore personnel staff the store. • SHRMStore enhances the attendee experience. • Your Chapter will receive 15% of the net proceeds of the conference. • 500 paid attendees are the minimum requirement.

45. OPTION 2. Consignment Sales Program • SHRMStore sells these books directly to the sponsoring organization at a 25 percent discount off the nonmember price. • Sponsoring organization sells the books to attendees. • The sponsoring organization remits payment for what is not returned within two weeks after the close of the event.

46. OPTION 3. Speaker Book Program • Sponsoring organization requests speaker book(s) for book signings. • SHRMStore ships the books to the sponsoring organization. • Sponsoring organization remits payment for what is not returned within two weeks after the close of the event.

47. OPTION 4. SHRMStore in a Box • Send one copy of selected books to the conference. • Pay to ship the inventory to the event location. • Process the orders and ship the items to the individual customers. • Provide up to 50 items for display and review.

48. OPTION 5. Free Shipping Discount Program • SHRMStore sends the sponsoring organization the number of catalogs requested and an agreed-to quantity of coupons redeemable for free shipping.

49. OPTION 6. Gift Certificate Program • Sponsoring organization can purchase SHRMStore gift certificates in denominations of $25, $50 or $100 to give to every attendee as a bonus for attending the conference. • To offset the cost, consider increasing your registration fee by the amount of the gift certificate given.

50. Lon O’Neil SHRM President & CEO Robb van Cleave, SPHR Chair, SHRM Board of Directors