Comparação · 12 diferenças materiais
The PEER 150 vs Society for Information Management
Esta comparação foi gerada sob demanda a partir dos registros. Não possui veredicto editorial e não é indexada. As comparações publicadas estão listadas em página de comparação.
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Verificado September 2026
Organização de networking
Verificado September 2026 The PEER 150
Chief human resources officers, chief people officers and other senior HR leaders at large US employers
Associação profissional
Society for Information Management
Senior IT and technology executives - CIOs and their direct reports - plus academics in information systems, consulting partners and non-IT leaders whose roles affect technology…
O que os registos indicam
- Role or title — The PEER 150: Senior HR leader - CHRO, chief people officer, EVP/SVP/VP of human resources or equivalent; Society for Information Management: Practitioner: a senior-level IT professional in a public or private sector organisation - a corporate or divisional IS head, or a member of an IS management staff supporting them in a key management role.
- Geographic restriction — The PEER 150: United States; Society for Information Management: No published geographic restriction.
- Annual dues — The PEER 150: $0 a year; Society for Information Management: Not publicly disclosed at national level. SIM does not publish a single national dues figure; members join through a chapter and the chapter sets the rate..
Lado a lado
| The PEER 150 | Society for Information Management | |
|---|---|---|
| Perfil | ||
| Tipo | Networking organization | Professional association |
| Fundado | 2014 ("Thus, in 2014, The PEER 150 was born" per the organisation's own story page.) | 1968 (SIM's inaugural meeting was held on 22 November 1968 at the US Atomic Energy Commission in Washington DC, after a conversation between Robert Head and Herb Schwartz at an ACM conference; the first conference followed in September 1969 at the University of Minnesota. Sources give 1968 or 1969 depending on which event is treated as the founding.) |
| Sede | Portland, United States | Mount Laurel, United States |
| Geographic footprint | United States: 12 regional chapters - Atlanta, Austin, Boston, Chicago, Dallas, Los Angeles, Minneapolis, Nashville, New York, Portland, San Francisco and Seattle | United States and Canada: 38 chapters listed on SIM's own chapter index, including one in Toronto, plus a Member At-Large option for those without a nearby chapter |
| Membros | 800as of September 2026 | 5,000as of September 2026 |
| Capítulos | 12 | 38 |
| Primary audience | Chief human resources officers, chief people officers and other senior HR leaders at large US employers | Senior IT and technology executives - CIOs and their direct reports - plus academics in information systems, consulting partners and non-IT leaders whose roles affect technology strategy |
| Membro típico | Members are CHROs, chief people officers, EVPs and SVPs of HR and comparable senior people leaders at large US employers; the member directory lists executives from companies including Kaiser Permanente, Nike, Georgia Power, Chick-fil-A and NCR Voyix. The organisation reports a mix of C-suite, VP/SVP and director-level attendees. | Members are corporate or divisional heads of information systems and the management staff supporting them, plus full-time academics in the IS field, partner-level consultants and non-IT executives with a major role in strategic technology direction. SIM says its members' employers account for over $200 billion in technology spend. |
| Qualification | ||
| Função ou cargo | Senior HR leader - CHRO, chief people officer, EVP/SVP/VP of human resources or equivalentThe organisation describes itself as a national community of senior HR leaders; membership pages do not publish a formal written title test.verified September 2026 · fonte ↗ | Practitioner: a senior-level IT professional in a public or private sector organisation - a corporate or divisional IS head, or a member of an IS management staff supporting them in a key management roleverified September 2026 · fonte ↗ |
| Restrição geográfica | United Statesverified September 2026 · fonte ↗ | No published geographic restriction |
| Invitation required | Sometimes | No |
| Sponsor required | No | No |
| Application process | Prospective members complete an application form on the website. The organisation reviews applicants for seniority and fit within the local HR community before granting access to events and the member channels. No sponsor or dues payment is involved. | Applicants apply to a local chapter, selecting one of the four membership categories, or apply as a Member At-Large if no chapter covers their area. The membership year runs 1 January to 31 December. Chapters review applications against the published category definitions; there is no sponsor or committee vote published. |
| Selectivity | Not publicly disclosed. Gatherings are described as invite-only and applications are reviewed, but no acceptance data is published. | Not publicly disclosed. Admission turns on meeting one of the four published category definitions; no acceptance rate is published. |
| Custo | ||
| Anuidade | $0 a yearThe organisation's application page states plainly that membership is completely free. The business is funded by event sponsors and partners.verified September 2026 · fonte ↗ | Not publicly disclosed at national level. SIM does not publish a single national dues figure; members join through a chapter and the chapter sets the rate.verified September 2026 · fonte ↗ |
| Taxa de adesão | $0 one-timeNo joining fee; membership carries no charge.verified September 2026 · fonte ↗ | Not publicly disclosedverified September 2026 |
| Taxas do capítulo local | Membership is free. Revenue comes from sponsorship and partnership packages sold to vendors. | $205–285 a yearSouthern California chapter published schedule: $285 for corporate IT executives/practitioners and consultants, $205 for academic, retired or non-profit IT professionals. Dues are set by each chapter and vary; other chapters publish higher two-tier plans.verified September 2026 · fonte ↗ |
| Custos de eventos | Member events including the National Summit are included in membership. The PDXYZ conference sells registrations more widely; its member pricing is not published.verified September 2026 · fonte ↗ | Dues vary by chapter and are not published centrally. The figures recorded come from one chapter's published schedule and should not be read as a national rate. |
| Membership term | Not documented | Calendar year, 1 January to 31 December |
| Estrutura | ||
| Meeting frequency | Regional dinners through the year in each chapter city, plus virtual webinars and roundtables, the annual National Summit and the PDXYZ conference | Chapters typically hold four to six events a year, plus peer groups, special interest groups and national programmes |
| Peer forums | No standing facilitated forums. The core format is a regional dinner of 40-70 senior HR leaders hosted at a member's headquarters, with a tour, workshop or presentation | Chapter-level peer groups bringing together members in similar roles, plus SIM Interest Groups on topics such as cybersecurity; the Advanced Practices Council is a separate senior research peer network |
| Confidentiality | The organisation emphasises candid, unfiltered discussion under a "Come As You Are" philosophy, but publishes no formal confidentiality rule | No published forum confidentiality rule; SIM is a professional association rather than a closed advisory body |
| Time commitment | Not documented | Not documented |
| Organized as | Chapter-based, Event-focused, Virtual | Chapter-based, Event-focused, Cohort-based |
| Fóruns confidenciais entre pares | Partial | Partial |
| Capítulos locais | Yes | Yes |
| Associação virtual | Yes | Partial |
| Comunidade online | Yes | Yes |
| Diretório de membros | Yes | Yes |
| Eventos | Yes | Yes |
| Programação | ||
| Programação educativa | Yes | Yes |
| Desenvolvimento de liderança | Partial | Yes |
| Retiros | No | No |
| Viagem | No | No |
| Programação familiar | No | No |
| Programação para cônjuges e parceiros | No | No |
| Programação para a próxima geração | No | Yes |
| Discussões de investimento | No | No |
| Oportunidades de investimento | No | No |
| Componente filantrópico | No | Yes |
| Ênfase em networking | High | High |
| Ênfase social | High | Medium |
Próximo
Última verificação: ainda não revisto
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Fontes
Obtido a partir das fontes indicadas em cada página: The PEER 150 · Society for Information Management