THE HR APPRENTICERICHMOND THE HR APPRENTICE RICHMOND “Meetings” Team

Beginning State Redefining the “Meeting” experience The Chapter has over 1,100 members. The objective is to: Increase the quality of the “meeting” experience Evaluate whether “meeting” meets goals for: Networking Professional Development Social Opportunities Consider factors such as: Quality of programs – Are we on the cutting edge??? Location/Accessibility Relevance to membership Affordability Communication of “Meetings” Long-Term Planning

Open WHAT’S IN IT FOR ME????

Why Do Members Not Attend? Time & Location Fear of not being welcome/not knowing anyone A feeling that there are “cliques” Programs and presentations boring, irrelevant and fail to be on the “cutting edge” Cost Lack of communication/information on when Meetings are held Splinter groups

Redefining the “Meeting” Traditional Programs (Breakfasts & Dinners) Workshops Socials Webinars/Podcasts Annual One-Day Training Annual State Conference Infrastructure, Processes & Procedures to Ensure Success

“The Meeting Experience” Locations Times Decrease the “Clique” Feeling Appealing to Different Levels of HR Professionals Increasing Turn-out Better Networking Quality and Relevance of Presentations & Meeting Experience “Table Hosts” & Member Welcome

Mediums of Delivery In the Past: Live at Koger Center or “The Place” Socials at Botanical Gardens, Science Museum & University of Richmond Workshops held prior to dinner meetings & employer locations The Future: Breakfast only?? Alternate locations to serve geographical diversity of membership Workshops at Employer locations Webinars/Podcasts Mentoring Programs/Professional Development Opportunities Networking Opportunities – Let’s Get Creative!!! Blogs/chat opportunities for members Establish SHRM Richmond “Linked In” Group

Quality of Programs Quality Speakers - Possibly pay for speakers a couple times a year “Cutting Edge” Programs Increase senior-level/executive involvement (i,e: annually, have a corporate president speak on “Think Like An Owner”) Teach things like: Networking, How to Work a Room, etc. Programs need to be relevant -- something they can’t get by reading an article on the internet Presenters need to be known as quality presenters Round-table small groups Consider quarterly program topics

Location/Accessibility/Times Consistency of times, locations, etc? Are we currently in the right place at the right time? When should we do workshops, how many and where? Would Podcasts and Webinars help our membership be involved? Should we also make a greater effort to promote SHRM professional development opportunities? Geographical significance of membership (i,e: Tri- cities/New Kent/Williamsburg)

Relevance to Membership & Affordability Consider different levels of professional experience in program planning Consider who is paying First time guests free or reduced price? Is RHRMA having to supplement too much? How to offer cheaper, but better, opportunities for professional development

Communication of Meetings Increase awareness of opportunities for networking and professional development Outlook Calendar Mailings (annual & other intervals) Richmond Times Dispatch Website Utilize “splinter” groups and incorporate their members

Long-Term Planning and Implementation for 2009 & 2010 Increase quality of speakers (using referrals) Improve program content (“Top of our game”) Increase commitments with other groups (i,e: Speakers, Chambers, “Splinter” groups, partnering with groups like ASTD, “joint meetings”) Build relationships with companies for sponsorships, speakers, facility use, in kind contributions Get creative on delivery methods Make people feel welcome – thus increasing attendance Deadlines & Accountabilities for Future Activities

2009 Goals for Continued Growth Each member bring one guest to a meeting during 2009 (Networking) Board member and volunteer table host (Networking) Host at least one “Joint Meeting” with another professional organization in 2009 (Networking) Offer industry specific discounts to attend a specific meeting (Networking) Implement 2 year Plan (Professional Development) Host at least one Webinar in 2009 (Professional Development) Implement at least one Podcast for members that cannot attend a specific meeting (Professional Development) Have materials available on web or ed to members after the program (Professional Development) Increase meeting attendance by 25%

Ending State Where we started…..nothing Where we came today…..totally revamped the concept of “the meeting” Our progress……priceless

THE HR APPRENTICERICHMOND THE HR APPRENTICE RICHMOND Richmond Human Resource Management Association 50 Years Serving Greater Richmond Questions?