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HR Information Systems: Audits, Compliance and Risk Management

November 13-14, 2012
This event has ended. Click Enter Event to view the archive.
A Human Resource Management System (HRMS) or Human Resource Information System (HRIS), refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field.

Do you want that competitive edge in your professional space? Do you want to assert your knowledge of current HR topics, trends within your domain? Why not set yourself apart from your peers and get certified with HR.com and the Institutes for Human Resources (IHR).

The Institute for Human Resources (IHR), the certification and accreditation process arm of HR.com, has a program for you! Many HR professionals have a general HR degree or certification with a wide spectrum of HR functionalities learned. The IHR is the only institute that focuses on niche areas within Human Resources. A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.


Conference Webcast Schedule
speaker
Presenters:
Lynn Lievonen, People Pleaser(HR.com)
Leanne Schmidt, Virtual Events Coordinator(HR.com)
  

Welcome to the Institute for Human Resources (IHR) Virtual Event for HR Information Systems: Audits, Compliance and Risk Management. The Institute provides an opportunity to bring together industry thought leaders in a year-long community that promotes best practices among vendors and HR Professionals with a series of research, webcasts, presentations, virtual events, awards and market research. This introductory session will give you an overview of the Institute for Human Resources - HRIS certification program, which launched in March 2011 with a two day virtual event. This will mark the seventh virtual event for this great community and to date over 3000 HR professionals have registered for our programs. The purpose of this session is to provide you with the webcast topics and speakers that will be presented over the next two days. All of these webcasts have been approved for HRCI recertification credits (the only exception being this introductory webcast). The management of this Institute would not be possible without the input from the Advisory Board, which ensures that all courses and educational components are relevant to current industry trends. A calendar of future events will be shared so that members can pre-register now to add the dates to their calendars, for the HRIS Vertical as well as 19 others. You will be given guidance on how to chat online with colleagues and access the Virtual Exhibit Hall which includes floors for our Sponsors, Speakers and Suppliers, prior to and during the entire two day event. You will also learn how to network with your peers by visiting the Lounge. You will have the opportunity to ask any questions you may have, as it relates to the overall program, prior to the event's commencement. Don’t forget, this is a great opportunity to converse with our industry experts! Looking forward to your participation!

speaker
Presenters:
Tom Sonde, Principal(SilverRoad Solutions)
  

Tips and Pointers for Conducting a System Implementation

Presented by Tom Sonde of SilverRoad Solutions

Implementing new technology does not guarantee efficiency. There’s a lot more to a successful system implementation then simply letting your IT department hire a system implementation firm to install your new software.

Surveys have reported that up to 90% of organizations are dissatisfied with their HR system. While some of the blame should rightfully be directed at the software provider a significant portion of the issues can be traced directly back to an inadequate implementation.

Whether you are implementing a traditional HR system, one of the new cloud based systems or an add-on such as an online recruiting solution there are a host of things you, as the HR practitioner, should address.

This session will identify and discuss the keys to a successful implementation. It is non-technical and is designed to provide the HR practitioner with practical tips for conducting a systems implementation.

What You Will Learn:
1. Why system implementations fail, who is to blame and how to avoid them.
2. What are the key areas to focus on and how to address them.
3. How to marry process with technology and apply best practices.
4. How to take advantage of delivered system functionality

Tips and Pointers for Conducting a System Implementation
• Simply focusing on the technology is not enough
• Why system implementations fail and who is to blame
o Consultants
o Project Teams
o Process Owners
o Training
o Project Scope / Agressive Go-Live Date
• Marrying process to technology and applying best practices
• Taking advantage of delivered functionality
• Areas to focus on:
o Training
o Reporting
o Self Service
o Data Input
o Paper (and how to eliminate it)
o Integration
• Change Management
• ROI - The non-financial aspects



speaker
Presenters:
Kristie Evans, CEO/Thought Leader(HR Logistics LLC)
  

Human risk management is about finding and nurturing talent, aligning and maximizing that talent’s impact on the organization, and minimizing the negative impact to that talent. By leveraging HR technology, Human Resources can create measures and key performance indicators (KPIs) that support the development of the employee by assessing the employee gap analysis and measuring progress to high performance. Considering the data and analyzing the statistics provided by your HR technology system can be an effective tool in helping you to balance both the psychological side of workforce management and the data driven side. And in order to design and implement this kind of talent management strategy, HR technology must be aligned to create the right tools and benchmarks and provide management with support to assess and nurture employees. Without a proper HR technology system and a solid understanding of the fundamentals of human risk management, there is no foundation upon which to attain and evaluate organizational success.

Learn how to leverage your HR technology to create human risk management and apply workforce analytics to human capital projects to ultimately improve support by the C-suite.

In this webinar, you will learn:
1.       How to use human risk management to find and nurture talent and align and maximize the talent’s impact on the organization and minimize the negative impact to that talent.
2.       How to leverage HR technology to create measures and KPIs that support the development of the employee.
3.       Key elements needed to design and implement a talent management strategy supported by human risk management.

The speaker can be reached directly at kristie@hrlogistics.us or via the web at www.hrlogistics.us.

speaker
Presenters:
Damon Lovett, Sr. Consultant, HR Transformation & Technology(KnowledgeSource)
  

Innovative, powerful, and affordable devices have empowered technologically savvy consumers of HR Technology. They have expect much more than what the HR Tech industry has provided to date. Information is king and simple, on-demand delivery is paramount. These facts have become a major contributor in the acquisitions/mergers of Talent Management vendors by many of the larger ERP providers.

These transactions in the HR Technology arena will affect us all in some way. The opportunity for major and rapid innovation is there. So is the ability to bring industry innovation to a crawl. Based on ERP history, many HR leaders expect it to take years before these transactions affect them directly - That would be a poor assumption and may prove to be costly.

So, what does the CHRO need to know today? Should they care which “Federated Service” is driving the “Governance” bus when “PaaS”-ing a bunch of “JABOWS?” (geeky fun with words) In this discussion, we will cut through the hype and buzz words to uncover pros and cons for consideration now through a well-vetted consolidation of industry insight. Nothing is off limits. From the cloud to integrations; from mobile to social to the measureable. We will highlight what you really need to know. You will learn:

1. Who are the players in the consolidation of the HR Technology space.
2. What does it mean for my organization; small, mid, or large cap.
3. When should I begin evaluating my current HR Technology strategy?

TO: Join us for the presentation and connect with Damon on LinkedIn at www.linkedin.com/in/damonlovett or follow @damonlovett.

speaker
Presenters:
Phil Lamb, Managing Director(Infinity Software Solutions, Inc.)
  

HR Technology Integrations: An overview of the integration buzz and what you should do about it

Description:
In the Information Age, it’s no surprise that technology is an important trend in Human Resources. But any seasoned HR professional knows that technology is usually more complicated than we would like.
Technology integrations (or lack of integration) are often at the heart of technology headaches. This seminar provides some basic background on technology integrations. We will explore a case study focused on the promise and complications associated with integrated Payroll – HRIS. Finally, we will introduce a 5 step framework for auditing your systems and identifying integration priorities.

Technology Integration
• The basics
• Technology integrations and Human Resources
• Exploring the difference between an interface and integration

Case Study:
• What is integrated Payroll – HRIS?
• Why is integrated Payroll – HRIS important?

5 Step Process to Auditing Your Systems and Identifying Integration Priorities
1. Identification of key information
2. Catalog of “system of record” sources
3. Identify system consolidation opportunities
4. Map critical systems and optimal integrations/interfaces
5. Identify “fail-safe’s” for critical data exchanges


Short Description:
In the Information Age, it’s no surprise that technology is an important trend in Human Resources. But any seasoned HR professional knows that technology is usually more complicated than we would like.
Technology integrations (or lack of integration) is often at the heart of technology headaches. This seminar provides some basic background on technology integrations. We will explore a case study focused on the promise and complications associated with integrated Payroll – HRIS. Finally, we will introduce a 5 step framework for auditing your systems and identifying integration priorities.

speaker
Presenters:
Roy Farrell, Managing Director(HR Value, LLC)
  

*Please note that this webcast does not qualify for an HRCI credit.

C-Suite credibility requires mastery of planning techniques and the ability to model pay and performance options quickly and clearly for a busy, non-specialist audience. This requires an enabling technology.

Technology promises to deliver solutions, but often falls short. Core HR technology solutions are built to address the very important compliance and administration tasks of their profession, largely driven by Payroll, Benefits, and record keeping. It is very difficult to develop robust planning tools or administer multiple approaches with a payroll system

Even when using 'The Best’ software, you are tied to the capabilities and functionality of your HRIS system that often delivers a rigid and plain vanilla process. Add-on packages claim to solve your problems, but you soon discover you simply trade one set of limitations for another, or create information silos that restrict meaningful analysis - all at a considerable expense

And there is little interest in spending more money on expensive systems or system modifications that cannot demonstrate a positive ROI.

There are also many tasks for which there are no dedicated applications. These tasks need to be accomplished, and your day becomes consumed with paperwork or repetitive spreadsheets, which leads to higher costs and lower productivity. This is not what leadership wants.

There is an alternative. The bottom line is that you already have powerful software and a network available for employees to use, so the investment in software and computer infrastructure has already been made.

Spreadsheets provide all the power you need to administer even the most complex programs. VBA allows you to automate the spreadsheets, and develop powerful and sophisticated business tools in Excel. We will give an overview of:
• Why the Macro recorder simply doesn’t work
• The basic principles of the VBA language
• The concept of a VBA project.
• The concept of a VBA procedure.
• How to manage and use VBA modules that store VBA code
• The basic operation of the VBA Editor

In addition, we will show some specific examples of what can be done to simplify any process, and the specific VBA code that is used to automate many time-intensive processes.

This is the first of a two part VBA training course. We will show you an alternative to cumbersome spreadsheets, expensive system modifications, or costly “add on” software that usually trades one set of limitations for another and creates data silos. Excel and VBA can be part of an HRIS strategy that uses the core HRIS for what it does well, and Excel and VBA to give you all the ‘good stuff’ you need to be an effective business partner. Part 2 will focus on using GUIs to develop a flawless and foolproof workflow.

speaker
Presenters:
Roy Altman, CEO(Peopleserv)
  

How does HR become strategic? To NASDAQ OMX, the answer is to involve HR in every aspect of the company. A multi-year process improvement initiative catapulted HR’s reputation, from transaction processers to becoming true partners with the businesses it serves. Silos were broken down as HR partnered with Corporate Finance, IT and other functional areas on important wins. This case study will show NASDAQ OMX’ strategic vision and tactical road map, which resulted in increased employee engagement and tangible cost savings. Through this initiative, NASDAQ OMX raised HR to being truly strategic.
This case study will focus primarily on the compensation process, which was a major pain point and core functionality to HR. NASDAQ OMX was faced with the dilemma that happens so frequently in today’s HR technology landscape: what do you do if your Talent Management SaaS provider doesn’t serve your business’ needs? In evaluating the options and doing some soul-searching, NASDAQ OMX made a strategic decision: they will select the software products that best fit their business needs rather than implement entire suites from the same vendor. Accomplishing competency in integrations allowed them the agility to stay true to their business objectives.
This ongoing initiative led NASDAQ OMX’ HR department to evaluate their mission and put a plan in place to achieve it. To this day, the process continues as they evaluate the next phase of the journey. At the conclusion, participants will have the opportunity to express their opinions as to what NASDAQ OMX’ next move should be.

speaker
Presenters:
Eric Bibeau, Enterprise Business Development Manager(CEB’s SHL Talent Measurement Solutions)
  

An HRIS acquisition is a very good thing and the initiative is to be applauded. As a matter of fact the lack of an HRIS to facilitate the management of the core data that HR must organize, access and report on is almost impossible without benefit of technology.

Although there are many organizations that have transitioned to an HRIS the reasons why they choose the system(s) that they did is sometime hard to understand. I have seen small organizations spend 300K on too much system and Fortune 500 organizations spend 30K on far too small a system. Why? I believe that to some degree I understand the common elements in the making of a wrong decision as it relates to an HRIS acquisition. I want to help people understand the criteria that should be considered in making that purchase. I want to share why the most important conversations that you can have in choosing an HRIS is not with the vendor but with your internal stakeholders and the people that are going to have to use the system. This session is meant to provide you with some basic foundational pieces for choosing the right vendor for your HR initiative. Remember I have no horse in this race. I simply want to share what constitutes success in choosing a vendor as well as what to avoid to ensure maximum value and buy in from your purchase. Finally I will share what questions vendors want you to ask and what questions they really hope that you do not. I will also share a few examples what HRIS vendors laugh about when they see each other at trade shows.

speaker
Presenters:
Scott Hamilton, President & CEO(Executive Next Practices Institute)
  

Often, HRIS initiatives fail before they even start due to the following issues:
Different expectations and perceived benefits between the executive team, operating managers, users and HR.
Underfunding the effort beyond simply the installation- often shorting user training.
Unrealistic project timeframes and deliverables.
But the number one driver of failure rates is "user resistance". That is, work arounds, covert non-compliance, budget limitations, outright resistance to the system.
This special presentation will review a fresh approach- the 'next practices" to positioning, communicating, training and measuring the results of your HRIS program.
It will focus on the behavioral, cultural, political and practical aspects of influencing your internal customers to adopt your HRIS initiatives in a way to ensure maximum success.
This session is based on real life case studies and the input of hundreds of executives who participate in the Executive Next Practices Forums.

Often, HRIS initiatives fail before they even start due to the following issues:
Different expectations and perceived benefits between the executive team, operating managers and HR.
Underfunding the effort beyond simply the installation- often shorting user training.
Unrealistic project timeframes and deliverables.
But the number one driver of failure rates is "user resistance". That is, work arounds, covert non-compliance, budget limitations, outright resistance to the system.
This special presentation will review a fresh approach- the 'next practices" to positioning, communicating, training and measuring the results of your HRIS program.

It will focus on the behavioral, cultural, political and practical aspects of influencing your internal customers to adopt your HRIS initiatives in a way to ensure maximum success.
This session is based on real life case studies and the input of hundreds of executives who participate in the Executive Next Practices Forums.


Sponsors for this event:

IHR Certifications
Are you becoming an industry expert?    Each One Hour Webcast on HR.com is reviewed and can qualify for an Institute for Human Resources credit.    The Institute for Human Resources Certification Program provides HR Professionals with an opportunity to specialize in one vertical or domain, making them an Industry Expert.   Each of HR.com’s webcasts are reviewed and evaluated against the verticals/domains criteria, and one credit hour can be applied to the appropriate vertical or domain.   For more information regarding the IHR Certification Program, please click here or visit: http://www.hr.com/en/ihr_certifications/
HRCI
Did you know that each one-hour webcast is submitted to qualify for HR Certification Institute recertification credits? The archive of the webcast also qualifies recertification credits, for one (in some cases two) year(s) after the original broadcast. You can get your PHR, SPHR, GPHR and credits all without ever leaving your desk. We know how busy today's successful HR professionals are, which is why we're committed to delivering the best education to you in an easy and entertaining format. For more information about certification or recertification, please visit the HR Certification Institute homepage at www.hrci.org
"The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute’s criteria to be pre-approved for recertification credit."

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