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The results of the 2010 SWMHRA Member Survey are in!
We received almost 70 responses to our questionnaire. Here is what we found:
How long have you been a member of SWMHRA?
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Less than 6 months
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21%
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6 months - 1 year
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22%
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1 - 3 years
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24%
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3 - 6 years
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8%
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6 – 10 years
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10%
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Over 10 years
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15%
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In general, how well do these aspects of SWMHRA meet your needs?
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Excellent
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Good
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Fair
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Poor
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N/A
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Website: Member Directory/Group Email
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52%
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39%
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3%
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1%
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5%
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Website: Discussion Forum
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34%
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49%
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2%
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0%
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15%
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Website: HR Articles/Links
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31%
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48%
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3%
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0%
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18%
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SWMHRA Meetings and Events
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49%
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37%
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2%
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0%
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12%
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Help with day-to-day HR questions & answers
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52%
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39%
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3%
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0%
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6%
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Education/Professional Development
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21%
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53%
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0%
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3%
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23%
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Networking Opportunities
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54%
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39%
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0%
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0%
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5%
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Using the same list, rate how important these SWMHRA features are to you:
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Very Important
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Somewhat Important
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Important
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Not Important
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Not At All Important |
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Website: Member Directory/Group Email
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59%
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26%
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14%
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0%
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1%
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Website: Discussion Forum
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50%
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36%
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11%
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2%
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1%
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Website: HR Articles/Links
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29%
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43%
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25%
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2%
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1%
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SWMHRA Meetings and Events
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66%
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23%
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8%
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3%
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0%
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| Help with day-to-day HR questions & answers |
66%
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25%
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9%
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0%
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0%
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Education/Professional Development
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39%
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39%
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17%
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5%
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0%
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Networking Opportunities
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69%
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19%
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11%
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1%
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0%
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SWMHRA goals are to provide quality educational programs through SWMHRA meetings, offer camaraderie and networking opportunities, help members with day-to-day HR issues, allow member access to resources (SWMHRA website, member directory, discussion forums, meetings, etc.) and promote the value and importance of the HR profession. Are there any other goals you feel are important to add to the above?
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If “Yes”, please list them here:
Help unemployed SWMHRA members network for jobs within SWMHRA
Provide an HR Internship/Mentoring program
What other HR associations do you currently belong to?
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SHRM
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65%
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TCHRA
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19%
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HRP-MN
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8%
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I don’t belong to another association
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32%
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SWMHRA currently meets the second Thursday of each month. Networking is 7:30-8:00 A.M. and Meetings are from 8:00 A.M.-9:30 A.M. Does this current meeting day/time work for you?
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If “No”, please suggest a different meeting day/time here:
The first Thursday of the month would be better for me
This meeting conflicts with another meeting/event I have each month
I’d like networking to be 7:00-7:30 A.M. and the meeting to be 7:30-9:00 A.M.
I would prefer lunch meetings
I’m not very timely in getting to the networking portion
I have been too busy to attend
This is the same week as the RJF seminars/I can’t afford to attend two seminars in one week
In your opinion, how often should SWMHRA meet?
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Twice a month
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0%
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Once a month
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71%
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Every other month
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24%
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Quarterly
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5%
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Should SWMHRA have open “roundtable” topics where there is no speaker/presentation?
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If “Yes”, please suggest roundtable topics that would be of interest to you here:
Compensation Trends
Performance Management
Use topics from email queries
What HR has done to be a “key player” with executive/corporate staff
HR department challenges
Staffing sources
Social media
Social networking policy development
“Hot” topics like healthcare reform, building employee morale, retaining employees
Best practices in other organizations
You could start with a topic, but a general discussion also works great
Employee training/development
Employee salary survey studies (how to develop salary ranges for various positions)
Have you participated in the SWMHRA Compensation Survey in the past?
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If “No”, why not?
New to SWMHRA/just joined/didn’t know about it
Don’t recall getting survey in past but would participate now
Participate in the Employers Association Survey or other surveys instead
Not relevant to my position/don’t handle compensation
Time constraints/Want to participate but don’t have time to do it
Typically do not have positions that meet other organizations/companies jobs
Survey is of minimal benefit to us due to our needs/business
Are you able/planning to participate in the 2010 SWMHRA Compensation Survey?
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If “Yes”, SWMHRA collected interested member contact information and information needed for their organization.
In general, what timing works best to you to complete/receive the SWMHRA Compensation Survey?
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Complete
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Receive
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January
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12%
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18%
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February
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27%
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9%
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March
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29%
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21%
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April
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32%
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21%
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May
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32%
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15%
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June
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18%
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15%
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July
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27%
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27%
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August
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35%
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32%
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September
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44%
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38%
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October
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27%
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29%
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November
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15%
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35%
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December
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12%
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21%
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In your opinion, what are HR’s biggest challenges today?
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Constraints on headcounts (“making do with less”)
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55%
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Driving cultural and behavioral change in the organization
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48%
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Building leadership capability
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42%
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Increasing line manager capability to handle people-management responsibilities
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42%
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Succession planning
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40%
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Increasing workforce productivity
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32%
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Coping with an aging workforce and workforce generational differerences
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28%
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Keeping up with new HR technologies and techniques
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28%
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Acquiring key talent/lack of available talent
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26%
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Measuring the contribution of human capital to business performance
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26%
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Lack of consensus about the organization’s strategy/direction
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25%
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Implementing people changes resulting from changes due to operational performance
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20%
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Workforce planning
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20%
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Dealing with huge applicant response for job openings
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20%
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Encouraging organizational innovation
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15%
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Reducing overall human capital costs
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15%
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Managing human capital during and after an acquisition or merger
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12%
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Resourcing and managing HR issues in “new geographies” for the company
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11%
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What are the biggest day-to-day challenges that you face in your current HR role?
(Listed by section by number of responses, *** designates high number of identical answers.)
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BENEFITS
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- Healthcare issues (reform/cost containment) ***
- Work-Life balance/wellness. Wellness could be a whole department on its own but we have no resources to focus on this topic ***
- Leave of Absence Management
- Ensuring market competiveness in compensation & benefits and benchmarking for competiveness
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COMPENSATION
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- Reward and Recognition Programs ***
- Lack of formal performance management program to measure and reward employees
- Finding compensation/salary survey information, especially on “niche” jobs
- Sales incentives so we are aligned to the market and to business strategy
- How to incent employee population – merit vs. bonus, rewards and recognition programs that are best and how to be consistent
- Managing the organization’s salary structure and benefits to balance and control costs and attract/retain staff
- Continual updating of job descriptions and performance appraisals
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PERSONAL DEVELOPMENT
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- Time Management/not enough time in day to get it done ***
- No time for my HR Career Development
- Keeping up with HR technology
- In transition – current biggest challenge is becoming re-employed
- Handling stress and keeping a balance between emails and office responsibilities. Wearing too many “hats” means daily challenges
- Just switched jobs/getting up to speed in a new industry
- Trying to finish special projects in a timely way (like an ERP implementation)
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EMPLOYMENT
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- Finding quality new hires, acquiring key talent
- Trying to recruit/retain people with no budget
- Retaining key talent
- Temp Labor force – to use it or not?
- Recruitment legal compliance
- Succession Planning
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HR DEPARTMENT MANAGEMENT
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- Fewer resources available to function as a strategic business partner. HR has to manage daily activities and do more with the same or less and is working all the time to keep up. Daily tasks take all our time so can’t be strategic due to layoff resulting in heavy workloads ***
- Keeping up with legislative changes for state/federal compliance ***
- Lack of consensus about the organization’s strategy/direction ***
- Contributing to overall strategic business planning so that HR can be a partner in the process. Need buy-in from top levels to develop organization ***
- Executive level and also Manager/Supervisors not recognizing the importance or value of what HR provides for the company ***
- Constraints on headcount in HR and elsewhere ***
- Keeping current on HR best practices in public/private sector
- Management politics
- Integration activities and managing/driving cultural change
- Cost containment
- Increasing workforce productivity
- Changing organizational culture in a family business or moving the culture from a tenure based organization to a performance based one due to legacy employees and very low turnover
- Continuous improvement initiatives
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INTERNATIONAL
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- Ways to enhance communications globally
- Getting up to speed on international benefits
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LABOR/EMPLOYEE RELATIONS
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- Employee relations issues ***
- Motivating employees during wage freezes, pay cuts, reduced work hours ***
- Maintaining employee morale and keeping people engaged ***
- Helping supervisors and managers with employee performance/other issues
- Communication (lack of) from leadership ***
- EFCA/Unions
- Lack of teamwork is an everyday uphill battle/people not taking accountability for their team's performance
- Working with employees through change and transition
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TRAINING AND DEVELOPMENT
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- Building great leaders that know how to develop/empower employees ***
- Training & motivating team leads/supervisors to handle people management responsibilities ***
- Getting supervisors to do timely performance appraisals
- Lack of training budget and resources
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Please list the TOP TEN topics you would like to see as possible SWMHRA events:
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Best Practices in HR
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63%
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HR as a Business Partner
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47%
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Metrics and Measurement of HR
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40%
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HR’s Value-Added/Return on Investment
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39%
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Emerging Issues in HR
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34%
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Performance Management
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34%
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Technology and HR
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31%
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Organization Development
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27%
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Retention Strategies
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24%
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Life Balance Issues
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24%
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OTHER POSSIBLE TOPICS:
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FMLA Compliance
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23%
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Employment Branding
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23%
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Employment Best Practices
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23%
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Recruiting/Staffing Strategies
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23%
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Conflict Resolution and Negotiation
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21%
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FLSA Compliance/Wage and Hour Issues
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21%
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Employee Handbooks
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21%
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Succession Planning
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21%
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Career Development for Employees
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21%
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HR Career Progression
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19%
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Employee/Labor Relations
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18%
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Strategic Management Issues
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18%
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Change Management
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18%
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The Future of the HR Profession
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17%
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Ethic Issues in HR
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16%
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HR as an Internal Consultant
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16%
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Employer of Choice
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16%
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Affirmative Action Compliance
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16%
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Electronic Recruiting/Web-Based Recruiting
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16%
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Mentoring
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16%
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Workplace Management Issues
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16%
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Communication Strategies
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16%
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Note: The next few questions on the survey asked for Speaker, Meeting Host and Vendor suggestions. The answers are not included here.
Would you be interested in meeting outside of SWMHRA Meetings in a “sub-group” to discuss issues specific to your particular HR role/company?
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If “Yes”, please specify what type of sub-group or particular topic would be of interest:
Networking /industry does not matter (several responses like this)
Career development/progression
Public sector employees
Employee engagement and retention strategies
Benefits and compensation
401(k), FMLA/ADA Compliance, Wellness
Recruiting
HR strategies and issues
Developing leaders/supervisors/managers
Acquisition integration/change management
Technology
Small HR office – when you are the one person who “does it all”
HR Job Seekers
Would you be interested in SWMHRA investigating possible “group discounts” for things like training and other HR-related services?
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If “Yes”, please specify what types of discounts would be of interest:
HRIS Applications Training
HRCI Certification Prep Training
Any HR Certification Training
Any type of ongoing HR training and development
HIPAA training
Healthcare Reform education/training
Lominger Certifications
Lean Certifications (Green Belt, etc.)
Leadership Sessions (Franklin Covey)
Mentoring/Coaching Techniques
Thank you to all SWMHRA members who took time to complete the survey!
Mary O’Brien
Executive Director, SWMHRA
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