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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 15-minute 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 9th virtual event for this great community and to date over 7,000 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. 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!
If you have been tasked with a major HR transformation or talent management initiative, or if you have been asked to move to a performance-based culture and don’t know where to start, then take a lesson from Denver Public School District. Bryan Ferrer, Human Capital Management systems consultant for Denver Public Schools, will demonstrate how to align employee attraction, retention, rewards and empowerment in a sector where having the right person in the right place at the right time is critical.
This presentation will discuss the Denver Public Schools strategic vision and how new Talent Management technologies are supporting the district’s goals to:
• Lead a cultural shift to a more performance-driven culture within the district
• Take the district’s Human Resource department to the next level
• Build sustainability through process design improvements, organizational refinements and more
• Better leverage Human Resource personnel to provide world-class service to internal customers
Attendees will gain a better appreciation of the many ways that human capital management applications can be used to help organizations innovate and come away with a viable model to build upon for building long-term strategic plans and capabilities, as well as see how organizations like Denver Public Schools:
• Leverage human resource technology in the district’s long term strategy
• Follow a phased approach to implement the district’s talent management program
• Move toward a self-service culture, complete with automated personnel actions
• Plan to implement a talent acquisition program and a new financials system
• Streamline the most fundamental human resource processes using Talent Management
This is a demo webcast. No certifciation credit will be given.
What’s on the mind of CEO’s? They want to drive innovation and have a solid strategy for managing their human capital, which, after all, is the organization’s greatest asset. Join us for a demo of Epicor HCM to discover how an HRIS can make it easy for you to manage your workforce, leverage competencies to get the right talent you need now and in the future, and engage key talent for innovation! During this hour long demo, you will not only see Epicor HCM in action, but you will also learn:
• The four questions your CEO wants answers to and learn how you can be prepared with your response;
• What you can do today to drive innovation and how it aligns to your CEO’s strategy for the organization;
• What CEO’s say are their top strategies to meet human capital challenges;
• How easy it is to be responsive to these challenges by using Epicor HCM in support of your HR strategic efforts.
The Epicor HCM demo will show you:
• How to improve the quality of candidates applying online;
• An easy way to empower employees to take charge of their career development;
• How to mine your employee database for talent and prepare key employees for leadership roles;
• How to link the organization’s strategy directly to employee efforts.
Please join us to learn how the right HRIS can help your organization easily manage your human capital, and see why you should consider Epicor HCM the next time you evaluate HRIS.
Epicor: Business Inspired.
HR Information is a powerful thing. It can tell stories about the overall health and state of the workforce and allow leaders to drive business growth through the engagement & productivity of the most valuable asset: The Employee.
When employees are not engaged, they tend to leave. When they are dissatisfied with one thing or another related to their job/work environment (i.e., inequitable pay, poor management practices, lacking communications, etc.), they unionize. What do they want? They want an environment that is rich in opportunity and provides them with all the characteristics that make up an equitable, committed style & approach to management. They need leadership that pays attention and understands the labor landscape.
Contrary to popular belief, employees don’t unionize because of union influence – they unionize because they feel their employer can do better but either a) doesn’t care about their concerns or b) simply chooses not to improve employment conditions. When leaders treat employees like humans, employees don’t need costly outside representation. Simply put: If you take care of your employees as well as you take care of yourself, then you have little to fear from unions as it is unlikely your employees will see much value in paying an expensive intermediary to deal with you.
In this session, we will take a look at:
1. Why union avoidance policies are not enough!
2. How to use HR Information to understand and address workforce trends that lead to unionization.
3. How to apply technology (HR Tech & Social Media solutions) to elevate employee engagement, productivity, and retention!
Any system change to a company can seem overwhelming at first, considering the familarity and knowledge of the current state and the effects that change can have on an internal structure. This is especially true with Human Resources, a structure that touches each and every employee in your organization. Hiring a human resource independent software implementation consultant to assist in selecting and implementing a new system reduces the risks that are always part of the process (as well as alleviating the stress that is also part of the experience!).
An experienced HR consultant:
1) Instills confidence in you and your organization by ensuring a smooth transition for your company from vision to adoption;
2) Acts as an independent advocate for your HR organization;
3) Provides you ample knowledge of the HR system space and implementation best practices, delivering a “best-fit” solution to your company’s needs; and,
4) Is an effective liaison between technical and functional
Ultimately, and probably most importantly, an experienced
HR consultant assists in the internal cultural changes that always come with implementing a new system. The current business reality is that HR departments tend to adopt new technology slower than other departments in an organization. The employees’ well-being and
addressing the impact of never-ending business and legal
changes are rightly their general concern rather than what
systems are being used. Therefore, it is of no wonder why
the hesitation exists to embrace newer technologies. This
typically leads a company to rely on its IT department,
non-HR professionals, to make the necessary technology
The risk involved with having the internal IT staff make HR systems decisions is that they usually have a vague understanding and concern for the needs and responsibilities of the Human Resources department,
often leading to systems that do not meet the company’s
needs. In other words, your investment in a new system,
potentially, may not deliver the expected returns.
Experienced HR consultants are professionals with ample years of functional HR knowledge and experience, and understand how systems can be used to enable the company’s HR processes and human capital strategy.
Although an experienced HR consultant may seem to add costs to the project, the positive returns are worth it in the end. Doing it right the first time will prove cost-effective in the long run.
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, and this requires an enabling technology. Technology promises to deliver solutions, but often falls short because 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.
We continue our series on using Excel and VBA to automate your spreadsheets and develop powerful and sophisticated business tools in Excel. If you regularly use spreadsheets to produce a series of monthly charts and reports, or send spreadsheets to managers as part of a salary or incentive process, or use spreadsheets to track sales commissions, you can have VBA do the same task for you in a matter of seconds.
We use the specific example of a Salary Planning Tool to show how you can use VBA code to automate many time-intensive processes.
In Part I, we showed how 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 focused on using GUIs to develop a flawless and foolproof workflow, using ‘Userforms’ in VBA to display information and allow you to input data.
It would be helpful to review these presentations prior to viewing Part 3.
We will show you how you can:
1. Import data into spreadsheets with a ‘click of the mouse’ in a completely automated process
2. Consolidate tools that have been completed, with no ‘cut and paste’ or formatting.
We will show many specific examples of what can be done to simplify any process and take the time, effort and errors out of building, using and consolidating tools for managers. We will show the specific VBA code that is used to automate these time intensive processes.
With the great expense that is poured into developing and acquiring technology, HR departments have repeatedly found themselves bemoaning poor adoption and usage numbers. More vexing still are the stories of other organizations that have implemented identical platforms, but with much different outcomes. The message, then, is that adoption and implementation is far less about the technology than it is the people, the process, and understanding of your own organization.
To help better prepare for a successful implementation, there are a number of tools and approaches that may be of use. In this session, we will review a selection of these tools, including the Process Equation, Y to X Trees, RACI, FMEA, VOC and the creation of a Transformation Roadmap. These will be analyzed for their function and their usefulness as it relates to Kurt Lewin’s change model, with an eye toward the right time to deploy each of them for maximum effect.
We will also discuss technology metrics, including adoption rates, usage metrics, data quality measures and business metrics, and how these may be applied differently in organizations. The intent is to provide attendees with an understanding of why these metrics may or may not be appropriate for their workplace, and how to find the metrics that would best fit.
Finally, we explore the relationship between the vendor and the customer as it relates to implementations and long-term success. This partnership is often neglected in the project execution, and can offer value in both quick adoption and ongoing improvement efforts of your HR technology platform.
This webinar will provide HR professionals with the tools needed to evaluate HR software systems if they are considering a change in vendors or are buying a system for the first time. The presentation will help provide insight on the critical steps that lead up to the selection of a new HR software system (HRIS/HRMS), including the determination of WHEN a new HRMS is necessary. The presentation will cover the steps involved in evaluating HR software before the actual vendor demonstrations, which include a careful analysis of the company’s HR software needs, prioritization of those needs and sending request for proposal (RFP) documents to prospective vendors.
The presentation will also help HR professionals identify key questions they should ask the vendors during the demo, and then how to use several different sources to verify what they have been told after the demo. Vendors more often than not will “oversell” the capabilities of their solutions, so vigilance is crucial in this stage.
It will also cover the importance of vendor references, how to make sure you are not being “sold” by the vendor, and how to collect honest, unbiased due diligence on the different vendors you may be considering. It is also our experience that if a third-party will be helping with the implementation, you need to do as much diligence on them as you do the vendor, because often times a project will fail due to the consultants, even if you have picked the perfect solution.
Finally, this webinar will cover the different aspects of each vendor system that should be researched prior to purchase.