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2012 NYHRPS SurveyInitial Summary of Results
Marketing & Technology CommitteeMarch, 2012
NYHRPS Survey Results 8. short.pptx
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1. Understand factors that influence membership renewal
2. Develop a professional profile of our community3. Determine extent of expectations met4. Gather ideas for improvement
Objectives
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• Survey drafted by Marketing Committee with input from Board
• On-line survey link sent to all members, former members and guests over the past three years
• We had 93 responses to our survey. At $3 a response we are donating $279 to the Save the Children Fund.
• Core survey team: Laura Mindek, Deborah Seidman, Daniel Baitch, James Cortez
Process
Implications of the Data
As you review the data ask yourself• Are these the results I expected? • What other questions do we have?• What are we doing that’s working? Not working?• What are we not doing that we might try?
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Things that work
Things that don’t work
We’re doing
Deeds of commission
Sins of commission
We’re not doing
Sins of omission
Deeds of omission
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Respondents
Current
; 51; 55%
Guest; 21; 23%
Forms; 20; 22%
92 of 1,112 (8.2%) targeted members, former members and guests participated. More than half are current members
Resp, 92, 8%
Response Rate Member type
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Demographics: Gender and Generation
Gen Y; 0.025; 2% G
en X; 0.203; 20%
Bmrs; 0.722000000000001; 72%
Matures; 0.051; 5%
Slightly more than two out of three respondents are women. The great majority are Boomers (born 1946-1964 – 72%) and Gen X (born 1965-1980).
Women; 69%
Men; 30.8; 31%
Gender Generation
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Demographics: Career Situation
CONSULTINGConsulting total
Consulting independentlyMedium-large consulting firm (200+)
Small consulting practice (<200)NON CONSULTING
For-profit organizationIn transition, seeking employmentNot-for-profit org (non-academic)
Academic institutionStudent
Hiatus in careerGovernment institution
Retired
0% 10% 20% 30% 40% 50%
43%35%
8%1%
40%12%
8%5%
1%0%0%0%
Percent SelectingMore than two out of five respondents are consultants – most (35%) consulting independently. Two out of five (40%) are working in for-profit organizations, 8% in not-for-profit. More than one out of ten (12%) are in transition, seeking employment.
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Demographics: Primary Industry
Finance and Insurance
Education and Educational Services
Technology and Communications
Healthcare - Pharmaceutical
Manufacturing: Consumer Products
Media/Entertainment, Advertizing/PR, Publishing
Construction and Real Estate
Healthcare - Medical
Retail
Wholesale
Services (Mgmt consulting, business consulting, legal, accounting, etc.)
Food and Agriculture
Public Services
Travel and Recreation
Transportation and Storage
Energy (Public Utilities, Oil and Gas)
0% 10% 20% 30% 40% 50% 60%53%
13%9%
6%6%6%
3%3%3%3%
0%0%0%0%0%0%Percent Selecting
More respondents work in the finance and insurance industries than all other industries combined.Nearly one out of ten (9%) work in the healthcare field. (Don’t you mean Tech and Communications?)
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Demographics: Number of employees
Up to 100
101 to 1,000
1,001 to 10,000
10,001 to 50,000
More than 50,000
0% 10% 20% 30% 40% 50% 60%
8%
17%
36%
22%
17%Percent Selecting
Among those employees working for organizations, most (36%) work for moderate sized companies.Two out of five work for organizations with more than 10,000 employees.
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Demographics: Areas of Experience
HR: Talent Mgmt, OD, Org EffExecutive Coach
HR Director/ExecHR: Lrng & Dev/Training
Bus. Dev / Acct MgmtHR Gen./Bus. Partner
Mktg: Strategy, Proj Mgmt.Executive: Non-HR
HR: Metrics/Analytics/Empl RschHR: Project Management
Mktg: Market ResearchHR: Staffing, Talent Acquisition
HR: Equal Oppt/DiversityHR: Employee Relations
HR: Other (Includes Shared Svcs)HR: Compensation
HR: BenefitsHR: Technology
Manager: Non-HROperations
LegalFinance
0% 10% 20% 30%24%24%
23%19%
18%13%
12%9%
8%6%6%
5%5%
3%3%
1%1%1%1%1%
0%0%Current Role
More than one out of five respondents stated their current area as Talent Management, Org Effectiveness, Org Development, Learning & Development, Executive Coach, or HR Director/Executive.
More than one out of three have served time as HR Directors/Executives and nearly half (45%) as HR Generalists
HR: Talent Mgmt, OD, Org EffHR: Lrng & Dev/Training
HR Gen./Bus. PartnerHR: Staffing, Talent Acquisition
HR Director/ExecHR: Project Management
Executive CoachHR: Employee Relations
Bus. Dev / Acct MgmtHR: Equal Oppt/Diversity
Mktg: Strategy, Proj Mgmt.HR: Compensation
HR: BenefitsHR: Metrics/Analytics/Empl Rsch
HR: TechnologyExecutive: Non-HRManager: Non-HR
Mktg: Market ResearchHR: Other (Includes Shared Svcs)
FinanceOperations
Legal
0% 20% 40% 60%55%
47%45%
37%35%
31%27%
24%19%19%
18%17%17%
15%15%
13%13%
9%8%8%
6%1%Total Career Experience
Renewing and Joining
19 out of 20 members are considering renewing NYHRPS memberships. Of former members who participated, slightly less than half are considering rejoining.
Two out of three non-members would consider joining.
These results suggest reaching out to former and non-members to increase membership.
Members considering renewing
Yes; 46; 96%
No; 2; 4% Yes; 9; 45%
No; 11; 55%
Former members considering rejoining
Yes; 12; 67%
No; 6; 33%
Non- members considering joining
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Current Members’ Ratings of NYHRPS Performance
Communic re: upcoming events
Ease of registering for events
Overall leadership of NYHRPS
Relevance of topics at events
Value of NYHRPS membership
Oppt for involvement in activities
Quality of speakers at events
Profile of people in NYHRPS ntwk
Oppt to make valuable connections
Oppt to particip in thght ldrshp disc
0% 20% 40% 60% 80% 100%
53%
44%
43%
30%
44%
48%
44%
28%
17%
20%
42%
47%
45%
56%
42%
35%
37%
51%
40%
25%
5%
7%
10%
12%
9%
13%
19%
19%
38%
48%
2%
5%
2%
5%
2%3%
Very good Good Fair Poor Very poor
Favorable ratings range from a high of 95% favorable (communication re: upcoming events) to a low of 45% (opportunity to participate in thought leadership discussions). Both “opportunity” items have high proportions of neutral results, possibly suggesting a need for more information about opportunities for involvement.
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NYHRPS Performance: Favorable Ratings
Communic re: upcoming events
Ease of registering for events
Overall leadership of NYHRPS
Relevance of topics at events
Value of NYHRPS membership
Oppt for involvement in activities
Quality of speakers at events
Profile of people in NYHRPS ntwk
Oppt to make valuable connections
Oppt to particip in thght ldrshp disc
0% 20% 40% 60% 80% 100%
95%
91%
88%
86%
86%
83%
81%
79%
57%
45%
Current MembersPercent Favorable
Seven out of 10 items were ranked favorably by at least four out of five members. Profile of people in the network came close to that mark at 79%. Two items were rated favorably by fewer than three out of five members – opportunity to make valuable professional connections (57% fav) and opportunity to participate in thought leadership discussions. (45% fav).
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NYHRPS Performance: Summary
Highest ratings (90% fav or higher) relate to administrative issues (communications regarding events and ease of registering).High ratings (80-89% fav): Organizational leadership, relevance of topics, value of membership, opportunities for involvement, quality of speakers.Moderate ratings (70-80% fav): Types of people in the NYHRPS network.Lowest ratings (below 79% fav): Opportunity to make valuable connections, opportunity to participate in thought leadership discussions.
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Former Members’ Ratings of NYHRPS Performance
Communic re: upcoming events
Ease of registering for events
Overall leadership of NYHRPS
Relevance of topics at events
Value of NYHRPS membership
Oppt for involvement in activities
Quality of speakers at events
Profile of people in NYHRPS ntwk
Oppt to make valuable connections
Oppt to particip in thght ldrshp disc
0% 20% 40% 60% 80% 100%
33%
39%
24%
22%
11%
13%
24%
17%
17%
11%
61%
50%
35%
50%
33%
60%
59%
50%
28%
44%
6%
11%
29%
28%
50%
7%
18%
22%
28%
33%
0%
0%
0%
0%
0%
0%
6%
20%
0%11%
28%
Very good Good Fair Poor Very poor
Former members’ ratings are lower than those of current members, except for quality of speakers at events (current members 81%, former members 83%) and opportunity to participate in thought leadership discussions (current members 45% favorable, former members 55%).
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NYHRPS Performance: Favorable Ratings
Communic re: upcoming events
Ease of registering for events
Overall leadership of NYHRPS
Relevance of topics at events
Value of NYHRPS membership
Oppt for involvement in activities
Quality of speakers at events
Profile of people in NYHRPS ntwk
Oppt to make valuable connections
Oppt to particip in thght ldrshp disc
0% 20% 40% 60% 80% 100%
95%
91%
88%
86%
86%
83%
81%
79%
57%
45%
94%
89%
59%
72%
44%
73%
83%
67%
45%
54%
Former members Current MembersPercent Favorable
Not surprisingly, the biggest gap between current and former members is the value of NYHRPS membership.Current and former members agree on the ease of registering, communications regarding upcoming events, and quality of speakers.
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What Influences NYHRPS Membership
Quality of presenters at eventsProfile of people in NYHRPS network
Relevance of topics at eventsOppt to make valuable prof. connections
Overall leadership of the organizationValue for the cost of membership
Competing priorities with work of familyOther
Communications regarding upcoming events
0% 20% 40% 60% 80% 100%
74%53%
50%41%
38%36%
14%9%
3% Percent Selecting
Quality of presenters, profile of people in the network, and relevance of topics at NYHRPS events heavily influence at least half of members to join or renew. Quality of presenters is crucial, according to three out of four.
Which three of these have the most influence over your decision to start or continue NYHRPS membership?
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Recommending others for Membership
85% of respondents are likely to recommend NYHRPS to friends and colleagues, and half are highly likely. A total of 15% are unlikely.
How likely is it that you would recommend NYHRPS to a friend or colleague?
Highly likely50%
Somewhat likely35%
Somewhat unlikely14%
Highly unlikely1%
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Involvement with Social Networking and HRPS
HRPS Benefits
0% 20% 40% 60% 80% 100%
85%
39%
22%
3%
12%
27%
8%
31%
3%
12%
11%
41%
1%
22%
59%
25%
Once or more/wk Once or more/month Few times a year Never
17 out of 20 respondents use LinkedIn at least once a week, and nearly all (97%) use it at least once a month. Two out of five respondents use FaceBook on a weekly basis, and only one out of five (22%) use Twitter that frequently.
Nearly all members (97%) have involvement with national HRPS; most of whom (41%) use those benefits a few times a year. This includes the HRPS Website, People & Strategy Journal, HRPS Knowledge Center, HRPS conferences, Human Capital Institute, business book reviews, and I4CP.
How frequently do you use…?
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Open Comments: What is NYHRPS Doing Well
Speakers / thought leaders / presentations
Quality events & programs
Relevant / current topicsMeeting interesting / quality
peopleTimes and lentghs of meetings
Good/convenient venues
Good communication
Breakout/discussion sessions
Opportunities for involvement
Resources (e.g, I4CP)
Reasonable membership fee
Helpful website
Ease of registration for events
Introductions duing networking
Welcome at door
Inspires thinking
Company stories
0 5 10 15 20 25 3027
1612
433
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111111111
# of comments “Events that are well managed.”
“Excellent quality of speaker s that attract a large attendance of people to meet.”
“Great speakers with new perspectives on topics of interest.
“High quality speakers for a reasonable membership fee. Time to network with professionals and practitioners. Ease of registration…information on the web site.”
“Welcome at the door and help with introductions during networking. Coffee and food at the meetings.
“Variety of relevant topics.”
“Mix of morning and evening programs.”
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What could NYHRPS do better that would havea positive impact?
More interactive formats
Member introductions
Different profile of members
Special interest groups / events
Leaders more involved, connecting
Lower proportion of consultants
Make meetings warmer/friendlier
Lower fees
Increase diversity
Timing of meetings
Better speakers / topics
More selective membership
Marketing to higher levels
Communication: Benefits
Board involvement for new people
Topics more business/less HR
Difficulty accessing HRPS website
0 2 4 6 8 108
655
3333
222
111111
# of comments
More senior level members
HRPS response (not NYHRPS)
Topics: More hard hitting
HRCI credit for meetings
Skill building workshops
Way to access missed events
Specific topic suggestions
Member roundtables
Member directory
Teleconferences
Better topics
Consultants monopolize discussions
Less speaker "selling" of products
More welcoming/inclusive of consultants
Too many emails for HRPS affiliated orgs
Proximity to Penn Station
0 2 4 6 8 10
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
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