SIGN UP NOW!
It's FREE!

Create a Profile and Start Networking with HR Professionals
Register Now - It's Free Registration info
 
Member Content
Blogs | Questions | Files | Events | HR Groups | Members
PHR/SPHR Exam Prep Course
HRCI Recertification


  • Upcoming Events
  • Past Events
  • Public Events
Advertise Here

Are you Automating Talent Management Integration or Simply Automating the Mess?

Topic:
Are you Automating Talent Management Integration or Simply Automating the Mess?
Date:
March 22, 2013 at 2:00 - 3:00 PM ET
Presenters:
Jeffrey Fritzson, Business Critical Resources(Business Critical Resources)
webcastImgVirtual
Description
In this webinar, we will discuss some of the challenges of leveraging technology to help integrate talent management. Two things we will cover will include:
       1.       Advantages of talent management integration technology could include increased efficiency, productivity, morale, engagement, retention, etc…
       2.       Disadvantages of talent management integration technology could include a decrease in efficiency, productivity, morale, engagement, retention, etc…

This webinar will focus on how to achieve number one without stepping in number two. The issues and remedies we will talk about will work whether you are considering automation or have already implemented automation.

Everyone is talking about HRIS, HRMS and the many HR Technology vendors. Software designed to speed up talent management processes is available from multiple vendors. The majority of actual results have been less than encouraging.

Over the last 5 years we have seen a consolidation in the HR technology industry. Many of the discouraging results are not due to the vendors but their customers. Their customers did not have great or even good talent management processes defined. When they decided to automate they really automated the mess not the processes.

First we will examine what we define as talent management integration. We will review the relationship between integrated talent management and employees. Once defined, you will be able to determine whether you have working integrated talent management processes. THIS IS THE KEY.

If you think you have working processes this will be a good review and provide you with questions to ask yourself and see if you can answer them now or when you turn your focus back to your office work. We are not going to be able to explore all your processes but we will provide you with questions that you can take back and ask for yourselves how well your processes are defined. Some of the software that exists has predefined processes. We will discuss the pitfalls to avoid when deciding to allow the vendor to dictate your talent management processes.

Please do not overlook this important step. If you do not have working consistent processes and you implement automation you could easily have all the small problems that were hidden or were not a distraction becoming major obstacles. The problems you know about can lead to complete failures of certain functionality that could seriously impact the ROI you provided when you your business case was approved. We will briefly discuss business cases here and when we help you set yourself up for success.

Once you have processes versus a “mess”, we turn our focus to setting yourself up for success. We will explore how you set yourself up for success on a new HR Technology project. We will also review how to reset expectations and set yourself up for success when having to restart, revive or redeploy an existing HR Technology project.
Who Should Participate
This webinar is for talent management personnel who are currently facing a new technology implementation or trying to revive an existing one. If you are currently dissatisfied with your existing technology, this webinar will help you separate the technology issues from your talent management issues. It will also help you prepare for technology by focusing your attention on your talent management processes. Whether you are in HR or in IT, you will benefit from this webinar as you prepare to implement a new technology or revive an old one.
What You Will Learn
At the end of this webinar, participants will be able to:
  • Consistently describe an integrated talent management support structure.
  • Decide whether a problem is a technology problem or a talent management process challenge.
  • Determine when to use a vendor’s process versus an existing internal process.
  • Define the success metrics of the project and of the structure.
Recommended Resources
Communities
Human Resources Management
Leadership
Organizational Development
Workforce Planning and Analytics
Strategic HR
Organizational Diagnosis
Decision Making
Trends
HR Administration
Integrated Talent Management
Presented by
spacer
speaker spacer
Jeffrey Fritzson
Business Critical Resources

View Profile
spacer
Event Sponsors
Business Critical Resources
Business Critical Resources is a consulting organization who leverages F500 competitive edge strategies and redesigns them, implements and executes them with small to mid-size organizations. We provide measurable results.
File List
Feedback
Name Comment Rating
Image of Shawn Fegley Shawn Fegley
The Chronicle Of Higher Educat
4 / 5
Very Good Presentation
Image of Alfred Davis Alfred Davis
Verizon Wireless
4 / 5
Very Good Presentation
Image of Kunjan  Mehta Kunjan Mehta
TATA Consultancy Services
5 / 5
Excellent Presentation
Image of Christina Amiry Christina Amiry
Salesforce.com
3 / 5
Good Presentation
Image of Jorge Davalos Jorge Davalos
TecMilenio
4 / 5
Very Good Presentation
Image of Velma Lewis Velma Lewis
Tampa Electric Company
4 / 5
Very Good Presentation
Image of Joanne Rousseau Joanne Rousseau
Ottawa Citizen
4 / 5
Very Good Presentation
Image of Donald Cilla Donald Cilla
Lead2Launch
4 / 5
Very Good Presentation
Image of Mark Avallone Mark Avallone
HR Management Association of Chicago
3 / 5
Good Presentation
Image of Wendy Miyagawa Wendy Miyagawa
HR & OD Consultant
4 / 5
Very Good Presentation
Image of Jill Mulroy Jill Mulroy
Associated Bank Milwaukee
3 / 5
Good Presentation
Image of Marcy Blotsky Marcy Blotsky
Tesoro Refining & Marketing Company
5 / 5
Excellent Presentation
Image of Donna Licowsky Donna Licowsky
University Of Toronto
5 / 5
Excellent Presentation
Image of Virginia  Ciccione Virginia Ciccione
Ceridian Canada Ltd.
4 / 5
Very Good Presentation
Image of Laura McLaren Laura McLaren
Iron Hill Brewery & Restaurant
4 / 5
Very Good Presentation
Image of Mark Castleberry Mark Castleberry
COX ENTERPRISES INC
4 / 5
Very Good Presentation
Image of Ming Guo Ming Guo
The University of Texas Medical Branch
5 / 5
Excellent Presentation
Image of Myrna Hoekstra Myrna Hoekstra
General Equipment & Supplies, Inc.
4 / 5
Very Good Presentation
Image of Alexander Ivanov Alexander Ivanov
Gazprom EP International
5 / 5
Excellent Presentation
Image of Tanicia Banks Tanicia Banks
Medifit Corporate Services
4 / 5
Very Good Presentation
Image of Jennifer Kimura Jennifer Kimura
NuVision Federal Credit Union
4 / 5
Very Good Presentation
Image of Jeana Dennis Cullum Jeana Dennis Cullum
The Salvation Army
5 / 5
Excellent Presentation
Image of Phyllis Wright Phyllis Wright
Human And Organization Development Consultant
The audio kept going out near the end of the presentation. However I thought this was excellent information and would love to replay this for several people I know! 5 / 5
Excellent Presentation

Do you have any comments that you would like to share about the value of this session?

Please help others considering viewing the archive understand the value of the session. How would you rate this presentation?
Excellent        Very Good        Good        Fair        Bad       

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/
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."


Sitemap   |   Advertise With Us