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2015 NYHRPS Survey Summary of Results

Marketing Committee - April 2015

2015 NYHRPS Survey Results V6 Short Version.pptx

Directory

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Objectives 3

Survey Process 4

Background 5

Summary of Highlights 6

Demographic Profile 7

Ratings of NYHRPS Performance 8

Demographic Differences in Favorable Ratings

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Recommending NYHRPS to Others 11

Comment Summary: What is NYHRPS Doing Well?

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Comment Summary: What Could NYHRPS Do Better?

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Questions Going Forward 14

Provide current member feedback that helps the Board: • Assess impact of improvement efforts taken since 2012 member survey • Track member perceptions over time • Identify strengths to maintain and target areas for improvement • Gather ideas for improving events and member engagement

Objectives for 2015 Survey

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Strengths to maintain

Improvements desired

Ideas to consider

? ? ?

• Survey drafted by Marketing Committee with input from Board • Survey link sent to members only (vs. members, non-members,

and guests last year) • Incentive: $10/response donation to • 51 responses = 29% response rate >> $510 donation

2015 Survey Process

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Background: Response to 2012 Survey Improvement Opportunities

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2012 Improvement Opportunities

Action Taken

Events not sufficiently warm and welcoming, especially for new people and consultants

• Renewed emphasis on greeting & welcoming non-members, guests, and new members

• New people announced during events • Name badge identification for new people

Desire to see more internal HR practitioners and new faces at events

• Changed policy from one free guest a year per member to one free guest per event

Desire for improved member networking and involvement in thought leadership discussions

• Held three Thought Leadership Forums • Forum planning template to make it easier

for anyone to host a forum • Two September networking events • LinkedIn Group started • Mentoring Program started

Frustration and confusion with registration system

• Changed registration platform, eliminating need to reenter personal info and simplifying guest registration

Difficulty finding information on website

• Improved, simplified website design • Standardized, upgraded design for event

emails • New NYHRPS Fact Sheet and New Member

Info Packet

Other changes made since 2012: • New NYHRPS Administrator • Improved membership database

2015 NYHRPS Survey: Summary of Highlights

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Trend: Positive difference vs. 2012 in 9 of 10 areas, with decline related to “people in NYHRPS network, relative to the types of people I want to network with.”

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Maintain Improve Ideas • Event announcements

and program registration • Speaker selection and

event design • Relevance of topics • Member forums and

networking events • Guest policy • Membership fee • Venues • Involvement

opportunities • Leadership • Warm and welcoming

environment

• Mix of internal and external members

• Connections among members

• Participation in leadership discussions

• LinkedIn Group • Website • Audibility at venues • Value of CHRO

Roundtable and Advisory Board for members

• Availability of program content after events

• Welcoming environment for consultants

• Use technology for virtual participation (e.g., Webex)

• Include members in CHRO and Advisory Board discussions

• Post more content to website

Strengths to continue

Event announcements and program registration Speaker selection and event design Relevance of topics Member forums and networking events Guest policy Membership fee Venues Involvement opportunities Leadership Warm and welcoming environment

Areas for improvement

Mix of internal and external members Connections among members Opportunities to participate in leadership discussions LinkedIn Group and Website Audibility at venues Value of CHRO Roundtable and Advisory Board for members Availability of program content after events

Ideas to consider Technology for virtual participation (e.g., Webex) Including members in CHRO and Advisory Board discussions Attaching more content to website

Demographic Profile of Participants

49%

39%

14%

2%

0% 10% 20% 30% 40% 50%

Consulting total

Employed FT or PT by non…

In transition - seeking employment

Career hiatus / sabbatical

Half of respondents are consultants, two out of five are internal HR. 7

33%

22%

20%

20%

12%

4%

2%

Mentoring Program member

Attended a forum

Marketing Committee member

Board of Directors member

Program Committee member

Attended a CHRO roundtable

Membership Committee member

Career Situation

Involvement in NYHRPS

2015 Members’ Ratings of NYHRPS Performance

71%

76%

67%

46%

59%

55%

51%

49%

46%

30%

35%

31%

34%

22%

27%

22%

27%

48%

35%

38%

41%

41%

42%

48%

41%

39%

36%

44%

2%

2%

6%

4%

6%

5%

8%

10%

10%

22%

20%

24%

22%

34%

2%

3%

2%

2%

4%

8%

2%

2%

0% 20% 40% 60% 80% 100%

Ease of registering for events

Communic re: upcoming events

Convenience of event locations

Value of NYHRPS membership

Overall leadership of NYHRPS

Oppt for involvement in activities

Warm and welcoming environment

Relevance of topics at events

Quality of speakers at events

NYHRPS website

Oppt to make valuable connections

Oppt to particip in thght ldrshp disc

Profile of people in NYHRPS ntwk

NYHRPS LinkedIn Page

Very good Good Fair Poor Very poor

• Favorable ratings range from 98% (ease of registration, event communications) to 66% (LinkedIn). • Of non-favorable, most are “fair”, although profile of people in the network received 8% “poor”.

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Org Performance: Change in Favorable Ratings 2012-2015

98% 98% 94% 94% 94% 93% 92% 90% 88% 78% 76% 71%

70%

66% 91% 95%

0

86% 88% 83%

0

86% 81%

0

57% 45%

79%

0 0%

20%

40%

60%

80%

100%

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2015 2012

9

• Improvements are seen on ten of 11 items measured last year. • Greatest improvements are in two areas that are presumably highly important to members – thought

leadership discussions (up 26 points) and value of connections employees have made (up 19 points). • About one out of five members are still not happy with the profiles of people in the network • One-third do not see high value in the LinkedIn site.

78

%

60

%

57

%

50

%

59

%

29

%

37

%

44

%

47

%

-43

% Change in distance

from 100% favorable

Demographic Differences in Favorable Ratings

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• Consultants more more content, except regarding warm and welcoming environment. • Consultants are much more favorable regarding profiles of members and valuable connections. • Involvement in Mentoring Program, Forums, and Board correlates with higher ratings in most areas. • Board is more critical than Non-Board regarding LinkedIn Group and convenience of event locations

Differences in Percent Favorable Consultant vs.

Non-Consultant

Mentoring Participant vs.

Non-Participant

Forum Participant vs.

Non- Participant

Board Member vs.

Non-Board

Communications regarding events -4% -6% 3% 2.4%

Ease of Registering for events 4% 3% 3% 2.4%

Convenience of event locations 4% 0% -4% -6.3%

Warm and welcoming envt -16% -6% 10% 9.5%

Quality of presenters 16% 18% 15% 14.6%

Relevance of topics 4% 6% 1% 11.9%

Profiles of members 26% 17% 15% 9.5%

Opportunities for thought leadership discussions 11% 9% 14% 8.7%

Opportunities to make valuable connections 23% 18% 18% 15.1%

Overall leadership of NYHRPS 12% 9% 8% 7.5%

Volunteer opportunities 4% -7% 10% 9.4%

NYHRPS LinkedIn Group 2% 10% -4% -10.9%

Overall value of your NYHRPS membership 4% 0% 8% 7.3%

Recommend NYHRPS 4% 3% 3% 2.5%

First category at least 5% First category at least 5% lower

Recommending NYHRPS to Others

How likely is it that you would recommend NYHRPS to a friend or colleague?

70%

21%

9%

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2012

76%

22%

2%

• “Highly likely to recommend” grew by 6% to 76%

2015

Highly likely

Somewhat likely

Somewhat unlikely

Highly unlikely

• I find the diversity of backgrounds of the members and program topics to be of value.

• I belong to this group because of the timely topics and the high caliber of attendees.

• I'd like to see more corporate executives as members

• Too many consultants & job seekers - level too low

• Need more fortune 500 companies and more of all ages

• The presenters can be hit or miss

24 13

7 2 2

1 1 1

5 2

1

2 1 1 1

1 1 1

6 1

0 5 10 15 20 25

PROGRAMS

Good speakers

Good content / types of meetings

Networking/member interaction

Good/convenienient locations

Warm and inviting atmosphere/good envt

Executive attendees

Attendance / Audience size

No pressure to attend events

GOVERNANCE

Leadership: Nice, good people

Committees/member involvement

Good general direction

PROCESSES / PRACTICES

Communication / advance speaker calendar

Guest policy

Listening to members

Website

SPECIAL PROGRAMS

Mentoring program

Networking event

Small group events / forums

OTHER

Generally positive experience

Diversity of member backgrounds

Open Comments: What is NYHRPS Doing Well?

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What could NYHRPS do better that would have a positive impact?

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10 8

1 1

5 2

1 1 1 1

1 1 1 1 1 1 1

1 1 1 1

0 2 4 6 8 10

MEMBERSHIP

Diversity of members

More corp members at events

Attract more mid level HR

Recruit more members in general

PROGRAM CONTENT/DESIGN

Better program diversity

More oppt for networking/collab

No consultants / esoteric topics

Higher level presentations/less…

Small mid-size business interests

Better thought leaders as speakers

PROGRAM LOGISTICS

Simplify registration ((personal info)

Innovative locations, on-line events

On-line access to events (Webex)

Start programs later (after 5)

Allow members to bring >1 guest

Better sound quality

Speaker notes / presentation decks

OTHER

Keep doing what we're doing

Interaction w CHRO rndtbl/adv…

Annual simulation on HR strategy

Fewer surveys (esp to non-…

Some Questions Going Forward

• What are we doing that is working to improve

the atmosphere of inclusion?

• How can we increase the proportion of

internal HR practitioners?

• How can we improve the quality of thought

leadership discussions and member to

member connections?

• How can we improve the diversity of the

NYHRPS community?

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